organizational problems

example of organizational problems

Identifies and analyzes the individual-level variables of Andrea , Diana and Roberto .

Andrea individual variables .
biographical characteristics
Age - 45
gender - female
Civil status - divorced 2 kids
18 years - old

• Personality - introverted , sensitive, sentimental.

• Learning - committed to their training and continuous improvement.

• Attitudes - is careful and dedicated , never missed , never was late for work , whenever necessary overtime stayed.

• Values ​​- Honesty and dedication to high commitment work with the company .

• Physical skills - correctly.

• Intellectual skills - . Capacity teamwork, fair with their subordinates have little initiative , uncreative , is a very emotional person . Excellent seller .

• Perception - . Walking perception will always escape details.

• Decision making - just with subordinates and sought work done on careful and continuous training.

• Emotions - . Poor health and , especially , two nervous losses due to stress


Diana individual variables .
biographical characteristics
Age - 43
gender - female
Marital status - Married 3 children
Seniority - . 5 years as head of accounting.

• Personality - . Extrovert , intuitive , thinker , judgmental
         ( like control and order under his tutelage )

• Learning - . Seeks to improve the capacity of the members of the organization to understand and manage , as well as their environment, so they can make decisions that increase efficiency in the organization ..

• Attitudes - committed to the company and its work within it , encourages everyone to put the same effort

• Values ​​- . Commitment , Loyalty , Respect .

• físicas.incansable and expects all staff Skills equal dedication .

• Intellectual skills - . Has great technical ability and if the company managed to survive the hardest moments of the crisis, it was thanks to his careful financial planning , distributes tasks and schedules effectively.

• Perception - . Higher level of perception Diana disagreed with the purchase of new machinery and , after the problems this caused , as noted accurately and repeatedly .

• Decision making - . Organizes áapidamente without accepting suggestions or comments . It is highly respected for his technical ability , but his colleagues resent his refusal to accept new ideas and suseriedad .

• Emociones. - conservative , both in his profession and in his personal life is the type of people using reason over emotion.


Roberto individual variables .
biographical characteristics
Age - 32
Gender - Male
Marital status - Single
Seniority - . 5 years


• Personality - . Extrovert , intuitive, thinker , but also fits into a personality type " judgmental " , do not take control of the company or of its obligations.

• Learning . His previous experience was very little and , in particular , had never held a managerial position

• Attitudes - . Absenteeism, no listening problems, proposes solutions .

• Values ​​. - Little commitment to the company and their work.

• Physical skills - . Fully use .

• Intellectual skills . , Good public relations

• Percepción. - joined with the task of changing the machinery of the company, already obsolete. On this occasion, he made several trips abroad to analyze different types of machinery. Change machine did not need and did not hear recommendations , low perception .

• Decision making - . Leave everything to others does not make decisions that are not aware of the problems affecting production.




If I were in the place of Mr. Hernández who of the three would you choose ? Justify your answer .

First consider the option of hiring people from outside the company, not succeed , pick as general manager Diana, because it has a leadership personality , intuitive , thinker plus it is always looking to improve the ability of members of the organization to manage it better , and seeks to create an ideal environment, so they can make decisions quickly and effectively .

The only negative point is that with his strong personality as strong and sometimes does not hear new ideas.

Explain what the effect on the dependent variables of the model Robbins of each of the managers and their subordinates if:

I was elected as the new manager Roberto .

- Productivity - . Would continue with problems due to lack of interest by not responding roberto the needs of this department, machinery , equipment, electricity.

- Ausentismo. - absenteeism could continue to rise, because the lack of Robert by what happens inside dela company , is an example that is more interested in foreign affairs, who own the company performance . He is the main protagonist of absenteeism.

- Rotation - . The rotation should decrease the motivation to employees, awards, bonuses , awards, and above all create long-term expectations , creating interest in employee commitment .

Job - Satisfaction - . 's Clear they are not satisfied , continue Roberto , secure dissatisfaction could rise group level, organizational .

Behavior - aa foreign labor standards - . Could have attitudes outside the framework known as a good workplace behavior .

Andrea was chosen as the new manager .

- Productivity - . Sure Andrea would increase production motivating and listening to their supervisors and subordinates ..

- Absenteeism - . Andrea is also possible to decrease absenteeism , as she usually supports and fairness to subordinates.

- Rotation - . Should be implemented action to stop this practice .

Job - Satisfaction - . Seems to me that Andrea will be able to create a larger work satisfaction , coming very close to employees and having a sensitive and intuitive personality, this sure would step into the shoes of all behavior to individual level and consequently , group and organizational level .

Citizen - organizational behavior - . Has what it takes , has good values ​​and takes place with the company is fully committed to the company, perhaps more than with his family.

Behavior - aa foreign labor standards - . Although this is not a fully identified behavior, the problem is that Andrea is too sensitive and emotional , employees could spread insecurity and stress.


Diana was chosen as the new manager .

- Productivity - . Has as target efficiency and effectiveness in the production level , with its ability insurance organization keeps the business productivity above what I expected.

- Absenteeism - . Dislikes to target absenteeism is concerned with maintaining the interest of all employees

- Rotación. - 'll have to identify the exact causes rotation d ela apparently little interest due to the limited opportunity for advancement at work. sure the employee asks what future do ?

Job - Satisfaction - . They will have to work at it hard to raise the quality of work and performance and future visions of progress.

Citizen - organizational behavior - . Sure with their values ​​and goodwill, implement ideas and proposals that go beyond the guidelines of the company.

Aa - behavior outside the rules of the work. - is the right person to keep this type of behavior in the workplace far wing company observer is clear , and it quickly identifies poor work behavior .



An external manager will be hired to the company .
Depend on the personality , skills, attitude possible new manager from outside the company but always be sought .

- Productivity - . 'll Have to look for the effectiveness and efficiency , always at the lowest cost .

- Absenteeism - . Should be analyzed in the direct causes of absenteeism. Motivating those who do not.

- Rotation - . Employee turnover is avoided by raising expectations and growth breads short and long term.

Satisfaction work. - directly - Raise the level of welfare experienced by the worker.

Organizational Behavior - city - . Encourage the use of good work and values ​​inside and outside the company .

Behavior - aa foreign labor standards - . Identify and eliminate as quickly as possible , any abnormal behavior that damages or interferes with the proper performance of the dependent variables shown above .

Most importantly stop the new manager will avoid absenteeism , motivating employees , satisfaction in creating these and keep them in a healthy work environment.

Very important if you can read ...

I recommend you read.
Employee motivation - a powerful new model

Authors: Nitin Nohria , Boris Groysberg , Linda- Eling Lee
Location : Harvard Business Review , ISSN 0717-9952 , Vol 86 , N º. 7 , 2008 , p. 84-91