MPO 601 - MANAGING PEOPLE IN ORGANISATION

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ASSIGNMENT SEPTEMBER 2015 SEMESTER
SUBJECT CODE	:	MPO 601
SUBJECT TITLE	:	MANAGING PEOPLE IN ORGANSATION
LEVEL	:	MASTER’S LEVEL

STUDENT’S NAME	:
MATRIC NO.	:
PROGRAMME	:
ACADEMIC FACILITATOR	:
LEARNING CENTRE	:

INSTRUCTIONS TO STUDENTS

1)    This assignment consists of  TWO (2) PARTS, answer ALL questions.

2)    Plagiarism in all forms is forbidden. Students who submit plagiarised assignment will be penalised.

3)    This assignment carries a 30% in Part A and 30% in Part B.

4)    The submission date of this assignment is BEFORE OR ON . Please submit your assignment answer via myAeU LMS (online submission).

THERE ARE TWO (2) PAGES OF, EXCLUDING THIS PAGE.

DECLARATION BY STUDENT

I certify that this assignment is my own work and is in my own words. All sources have been acknowledged and the content has not been previously submitted for assessment to Asia e University or elsewhere. I also confirm that I have kept a copy of this assignment.

Signed: _____________________________

PART A

INSTRUCTION: Answer ALL questions.

Total 30% marks

QUESTION 1

“Ruthless pursuit of self-interest” is one of the causes of unethical behavior.  We normally confront ethical issues when we weigh our personal interests against the effects our actions will have on others. Research suggests that people who believe they have the most at stake are the most likely to act unethically. Similarly, it has been shown that organizations that are struggling to survive are the most likely to commit unethical and illegal acts such as bribery, although other organizations may do so if given the opportunity. 

(a)        Discuss one incident in your workplace (or other organization) which resulted in unethical behavior due to the behaviour of ruthless pursuit of self-interest.

Organization culture

Organization background

What business they do?

Causes of unethical behaviour

Example of unethical behaviour

Effects of unethical behaviour

(10 marks)

Answer:When most of the people hear the word “Enron”,then they usually think of significant corruption on a massive scale – it is a company where few highly paid executives pocketedmillions dollars while sloppilycorroding the life-savings of thousands of unsuspecting employees.

Organization culture

The Enron company case is not slightest a good illustration of nonstop updated case presentation and case conversation in the present Internet age. The organization culture of Enron was not right and stable which led to unethical disadvantages as well.

Organization background

Enron Company with very humble beginningsstarted as a union of two Houston pipeline organizations in late 1985. ThoughEnron faced many financially problematic years, the company achievedand then also survive. In the year 1988, as the deregulation of the major electrical power markets took effect, and the company simply redefined its business identity from the efficient “energy delivery” to the famous “energy broker” and Enron then swiftlychanged from just a surviving company to a really very thriving one. Deregulation actuallyallowed Enron to quickly become a “match­maker” in the international power industry, carrying buyers and sellers together. Enron profited at the higher level from the exchanges, generating massive revenue from the differences between the selling and buying costs.

What business they do?

Enron seemed to signify the best a 21st century company had to offer, economically and ethically. Enron was an efficient Entergy development and energy delivery company which was famous for its services until the evolution and redefining of the services and business identity.

Causes of unethical behaviour

Schein’s third machinery is the perfect example leaders that are set for the acceptability of unethical organizational behavior. Actions also speak even louder than words – therefore the role-modeling behavior is quite much more powerful tool that any other leaders that have to develop and then influence any of the corporate culture. With the help of teaching, role modeling and coaching, leaders actually reinforce the main values that eventually support the organizational culture as well in many ways. Employees usuallycompete with leaders’ behavior and search for the leaders for signals to fitting behavior. Many organizations are inspiring employees to be more innovative – that is, mainly to take more inventiveness and be more state-of-the-art in the job. This is the unique case with proper cultural value. Employeesactualluobserve the behavior of their leaders to find out exactlywhat is valued in their company. Maybe, this was the most significant inadequacy of Enron executives.

Example of unethical behaviour

The company’s recompense structure subsidized to an unethical work culture, too – by doing the promotionof self-interest in above any other interest. As a consequence of this activity, the team method once used mainlyby Enron associates worsened. Performance related reviews were public events and company’s poor performance was mocked. The sturdiest performing units even departed as far as to “ignoring” major company policy – yielding unlimited break time as highlighted earlier as long as the work got done, disregarding Human Resources’ objections.

Effects of unethical behaviour

Enron’s house of cards was broken and collapsed as a result of interrelating decision processes. The culture at Enron Company then eroded slight by slight, by the trespassing of ethical borders, allowing even more and more problematic behavior to slip-up through the flaws. This worsening did not go completely unobserved. Separate employees at Enron, examiners at Anderson and even some of the analysts who actuallywatch the financial markets, clearly noticed all the aspects about the present Enron situation that did not appear right, much long before the public became completely aware of Enron’s wrongdoings. There were few whistle-blowers in the beginning but the Enron leaders did not even listen.

(b)       If you were the manager of the company, how could you create an ethical work culture?

The inspiration for ethical behavior and for social accountability has become a popular topic in the business media and within theoretical circles. Top management also contends that these

QUESTION 2

You are at a family reunion when your opinionated cousin Rosli learns you are in a class on Managing People in Organisation. Rosli tells you that "happy employees are productive employees" and that it is a manager's job to be sure all employees are satisfied with their jobs. Before you discuss the connection between job satisfaction and job performance with your cousin, you decide to respond by reviewing what job satisfaction is and what factors affect the level of job satisfaction. Briefly explain how you would accomplish this.  Apply theories where deem to be appropriate.

(10 marks)   

Answer: An employee's overall job satisfaction is the consequence of a grouping of factors -- and financial reward is only major one of them. Management's role in improving employees' job satisfaction ratio is to ensure that the work environment is completely positive, morale and confidence is high and all the employees have the necessaryresources as required.

Working Conditions: Because all the

PART B

INSTRUCTION: Answer ALL questions.

Total 30% marks

QUESTION 1

                                                           

Read the following brief case study and answer the questions asked at the end:

Superior Products Company has recently hired a new HR assistant, Virginia Fisher. Virginia has just received a college degree.  Frederick Mills the HR Director, was extremely pleased to find someone who is familiar with the basic management concepts because he was the entire HR department except for a clerk-typist.  During the interview Frederick emphasized that he planned to have Virginia function as his assistant and that she would be doing some interviewing and be responsible for maintaining employee records.  Since Superior Products Company has over 300 employees, Frederick had been too busy to prepare anything resembling a job description except for some scrawled notes on the back of an envelope.

           

Everything went fine for the first week for Virginia.  On Monday of the second week, Frederick called Virginia into his office and explained that there was another minor duty which he had not mentioned to her.  He said, “In order to get the approval to hire you from the president, I had to agree that the person hired would be the relief receptionist from 11:30 to 12:30 every day.  The switchboard is usually quite busy and we wanted to assure someone who is capable would be the backup”.  Virginia was not very happy about this assignment which was sprung on her, but she agreed to try it for a while.

           

Within two weeks she was beginning to dread having to work the switchboard an hour every day. Also, she discovered that she was expected to be the relief, if the receptionist was sick or unable to work.  On Wednesday and Thursday of the third week the regular receptionist was sick and Virginia filled in for her.  On Friday, Virginia told Frederick she was quitting in two weeks.  When asked why, Virginia replied, “You misrepresented the job to me.  You never said anything about my receptionist duties.  If you had, I probably would not have taken the job.”

a.         Why did the absence of an accurate job description information create a problem?

(10 marks)

Answer: The unavailability and absence of perfectly accurate job information definitely developed a problem because there was no actual written job description provided. In the matter of this case, the offered job description was only oral and it had nothing at all to do with the actual tasks that were needed to be performed. Most importantly, Virginia was not actually hired to be a company’s receptionist, but it was definitely put into the professional role of relief receptionist for certain situations.

b.         In order to prevent future problems, what content should be in a job description for the HR assistant?(10 marks)

Each and every employee needs proper treatment and motivation in order to perform best job activities so if company don’t want to get in any problems in the future then it is important that they take the employee motivation and business management quite seriously. It will help to raise the employee satisfaction level automatically and job dissatisfaction possibilities will also be reduced at the certain level.

[total: 20 marks]

QUESTION 2

The way an organization is designed should is associated with the vision, mission, objectives and goals of the organization.  Despite, it is found that organizational design and structure of the organization do not fit with its managerial planning and goal setting and consequently the organization fails to succeed.

You are requiring identifying and describing the causes for the “misfit” between the organizational design and structure and managerial planning (vision, mission, objectives and goals) of the organization.

Your answer should consider the internal and external environmental factors of the organization.

             (10 marks)

[Section B : 30 marks]

Answer: Strategic intention/intent actuallyrefer to the main purpose for which any of the organization struggles for. It is the business’s philosophical framework of corporate and strategic management procedure. The chain of command of strategic intention / intent covers the corporate vision and corporate mission, complete business definition and the other major goals and objectives of company. Stretch is

END OF QUESTION

Requirements of the assignment:

•               This is an individual assignment which contribute to 60% of the total assessment and answer to all questions should be presented in an essay format.

•               The required plagiarism check through “Turnitin” is within 25% under the University’s academic rule.

•               This assignment is set to examine your understanding and application of the concept and theories of the Managing People in Organisation.  You are advised to bear in mind the following marking criteria when you are doing this assignment.  The structure of the an essay  should include, but not limited to the following:

•               An introduction, where it outlines a description of the essay’s structure.

•               A main body, which details an argument or proposition supported by the relevant literature. It should also include an exploration of the implications based on the analyses and arguments for the organization.

•               A conclusion, where it summarizes all the key points made.

•               A list of references :  contain at least FIVE academic references

•               Citing references:  following the American Psychology Association of referencing by giving the author’s surname, year of publication, etc. Details can refer to www.APA.com

•               The presentation of assignment:  should be typed in 1.5 line spacing on A4 white paper; font size 12 readable font either Arial or Times New Roman.

•               The length of this assignment:  word limits will be minimum 1200 words and no more than 3,000 words long in total.  Word limit includes the references stated in the content, but not those in the reference list.

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Send your semester & Specialization name to our mail id :

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