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Contents
1.0 DISCUSSION QUESTIONS ............................................................................................................ 2
2.0 REAL CASE: ITS ALL A MATTER OF PERSONALITY ........................................................... 5
3.0 REAL CASE STUDY: UPS ............................................................................................................. 8
4.0 REFERENCE .................................................................................................................................. 13


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1.0 DISCUSSION QUESTIONS
1. Summarize the relationship of Organizational Behavior to other closely related
disciplines.
Organization Behavior is developing as a scientific discipline due to the continuous contributions
being made to its knowledge base by research studies and development of new concepts. Social
sciences like psychology, sociology, political science, philosophy and economics have also
contributed to this discipline. OB is also an applied science since it allows the application of
theoretical OB concepts to real life organizational situations. Further, the information about
effective OB practices in one organization can be extended to many others. Thus, organizational
behavior may be defined as the systematic study and application of human aspects in
management of an organization. It strives to identify ways in which individuals or workgroups in
organizations can act more effectively.
OB provides a set of tools that can be used in analysis at different levels of organizations. It
helps managers to understand the behavior of individuals in an organization ant the complexities
involved in interpersonal relations. For example in interpersonal relations is among peers and
between the superior and the subordinate. OB at another level is useful in examining the
dynamics of relationships in small groups, both formal and informal. Intergroup relations have to
be managed well when two or more groups need to coordinate their activities.
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Figure 1: Relationship of OB to other closely related disciplines
Figure represents the relationship between OB and other related disciplines which is
Organization Theory (OT), Organization Development (OD), and Personnel/ Human Resources
Management (P/ HRM). OB is more theoretically oriented at the micro level of analysis. Many
theoretical frameworks of behavioral sciences, aimed at understanding and explaining individual
and group behavior, contribute to the disciplines of OB.
The different compartments used for different disciplines in the figure do not imply that the
disciplines are mutually exclusive. Moreover, there is no general consensus among academicians
or practitioners that a particular concept exclusively belongs to a particular discipline.
Organization Theory is principally concerned with the design and structure of an organization
and is more macro oriented than OB. On the other hand, Organization Development is more and
application oriented than OB. Similarly, in Personnel/ Human Resources Management, the focus
is more on application than in OB and it is practiced very commonly in most of the organizations
on a micro level along with marketing, finance and operations. In summary, organizational
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behavior can be defined as the understanding, prediction, and management of human behavior in
organizations.

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2.0 REAL CASE: ITS ALL A MATTER OF PERSONALITY

1. Why do employees at firms such as Apple Computer work so hard and put in such long
hours?
2. How would you describe Wayne Huizenga in terms of self-concept, specifically self-
esteem?
3. Why is job satisfaction and organizational commitment so high at Mirage Resort? How
does Steve Wynn manage to keep his employees so happy?
Answer:
Question 1
The main reason at large the workers work so hard in even in long hours is actually because of
the downsizing. Downsizing needs firms to remove some of its employees in order to cut the
costs. Knowing this, some employees with not so good personality will broke. Constrast with
those with good personality, they will turn to other way to survive. Like at Apple Computer, due
to the competition with each others, they tried to make themselves motivated to continue giving
commitment to their works. The development teams even wore T-shirts with printed 90 Hours a
Week and Loving It!.
However that is not all that drives them to work in such condition. Apple Computer also made
alternative to keep the employees working for them. They let their employees (telecommuters)
work at home and the number was even increasing. This will give more motivation to the
employees to work as they can choose to work anywhere and anytime.
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As a whole, personality is important for the employees to keep working. As stated in last
sentence in the paraghraph, if they are not willing to work in such condition-might be on call for
24 hours, then they should not bother to apply for job there.
Question 2
Self-esteem is the second highest level of needs in the Hierarchy of Needs theory by Maslow.
Self-esteem is driven by the internal factors such as self-respect, autonomy, and achievement and
also by external factors such as status, recognition and attention.
Based on Malsow theory, to desire for esteem need, one should first satisfy the lower needs
which are physiological, safety and security. For Wayne Huizenga to satisfy his self-esteem, it
also means that he has already satisfy all the lower level needs.
Wayne Huizenga is a person full of confidence especially with his ideas and ability. He is
confident that he will be able to achieve whatever he wants to achieve. When everyone seem to
say it is impossible, Wayne has the ability to turn the negative thinking into positive chance with
high confidence.
With all the achievement by Wayne, it can be said that his self-esteem has been fulfilled. Every
business he started have become big success. Due to this result, we can conclude that his self-
concept of being confidence with himself brings him to the successful of achieving his self-
esteem.



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QUESTION 3
Job satisfaction refers to a collection of feelings that an individual holds toward his or her job.
While organizational commitment is the degree where an employee identifies with a particular
organization and its goals and wishes to maintain membership in the organization.
Job satisfaction and organizational commitment are so high at Mirage Resort due to a few
influences that drive the employees to behave so. Steve Wynn as the employer has a very good
personality which also can influence others to the same behavior. Wynn is a very positive person
and he also wants to make other people as well as his employees to become like him. His main
strategy is to keep his employees happy all the time. When the employees are happy, indirectly
their satisfaction toward their job increase.
Wynn also let his employees to handle every situations by themselves without others help. This
shows that he gives trust to his employees to take care of the problem in their own ways.
Consecutively the employees will feel like the employer is letting them know the goals and task
of the job. Thus they will give their full commitment toward the organization in order to achieve
the goals. Therefore the organizational commitment at Mirage Resort is so high.
Wynn also has a unique way to keep his employees so happy. He is even willing to spend an
amount of money for that reason. From the page, he held a congratulatory party for his
employee, a Vietnamese woman for being an honored employee of the year. He even brought
George and Barbara Bush to congratulate the lady. This is one of his way to keep his employee
happy. Thus, then will create a great loyalty for the company.

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3.0 REAL CASE STUDY: UPS
Question 1: UPS through CIP (Community Internship Program) is trying to inject a new
dimension into its corporate culture. What does this cultural change intend to look like and
how can it affect the motivation of both managers and operating employees?
Community Internship Program (CIP) is one of the program that intense management training
course which designed to immerse senior level of executives in the community by exposing to a
variety of social and economic challenges facing todays workforce. CIP helps managers
enhance their problem solving skills and develop a greater sensitivity towards their employees.
Besides, CIP helps United Parcel Service Inc. (UPS) to developing and strengthening its
managers, while helping to improve the communities where employee live and work.
Furthermore, the program is focuses on skill sharing and exchange of knowledge between sectors
while building ongoing relationship which continue after and internship ends. During the
program, the managers work in one of the agencys programs.
Furthermore, CIP builds teamwork in a unity amongst employees which helps foster the
organizations culture. Besides, UPS through CIP also is trying to inject a new dimension into its
corporate culture where community service and outreach mangers form a system of shared
meaning. After returning from this program managers are able to better reciprocate the learning
experience thus building loyalty within the organization. Thus, employees that have been
socialized to the organization properly will in turn, overtime, appreciate their value. The essential
task of leaders is to bring out good feelings in those they lead. CIP allows leaders to create
resonance which brings an atmosphere of positively that releases the best in employees.
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Question 2: what motives can the CIP appeal to for the participating managers? What
motivation theories could be used to explain the impact that the CIP may have on the
participating managers
The CIP can appeal to for the participating managers with helping managers enhance their
problem-solving skills and develop a greater sensitivity towards their employees. Managers
become heavily involved in the work of the non-profit agencies and experience social problems -
poverty, homelessness, illiteracy, drug dependency and alcoholism. Typical activities include
serving meals to the homeless, helping rid an inner city community of drug paraphernalia,
building houses for immigrants and so on. Besides, CIP aids UPS in developing and
strengthening its managers, while helping to improve the communities where its employees live
and work. After completing four weeks of "hands-on" community service and learning projects,
UPS managers leave with a sense of accomplishment, community involvement and with a
greater sensitivity to those less fortunate.
Attribution Errors theories that could be used to explain the impact that the CIP may have on the
participating managers. In this case is more to self- serving bias where when something goes
wrong in the workplace, there is a tendency for the manager to blame the problem on the
inability or poor attitude of workers, but the situation is blamed as far as he or she personally is
concerned. If something goes well, the manager makes personal attributions for him- or herself
and situational attributions for workers, and the workers make personal attributions for
themselves but situational attributions for the manager. In other words, UPS manager is typical
to have conflicting attributional biases among workers in organizations.
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Moreover, attributions are critical to management because perceived causes of behaviour may
influence managers' and employees' judgments and actions. For instance, UPS managers must
often observe employee performance and make related judgments. If a manager attributes an
employee's poor performance to a lack of effort, then the outcome is likely to be negative for that
employee; he or she may receive a poor performance appraisal rating or even be terminated from
the job, it just like what the manager, Mark J. Colvard does to his employee, the driver.
Conversely, if a manager perceives that an employee's poor performance is due to a lack of skill,
the manager may assign the employee to further training or provide more instruction or
coaching. Making an inaccurate judgment about the causes of poor performance can have
negative repercussions for the organization. In the other hand, this motivation, attributions; also
may influence employee motivation. Employees who perceive the cause of their success to be
outside of their control may be reluctant to attempt new tasks and may lose motivation to
perform well in the workplace. Conversely, employees who attribute their success to themselves
are more likely to have high motivation for work. Thus, understanding attributions that people
make can have a strong effect on both employee performance and managerial effectiveness.
In the nutshell, as a way of creating more productive relationships, theorists and researchers
suggest that efforts must be made to reduce divergent perceptions and perspectives among the
parties through increased interpersonal interaction, open communication channels and
workshops, and team-building sessions devoted to reducing attributional errors.
3. UPS is known to pay their operating employees very high wages. Is this enough to
motivate them? What from the case would support your answer?
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United Parcel Service (UPS) is known pay their operating employee very high wages. It shown
that, UPS are more focused towards the Frederick Hertzberg hygiene factors. According to the
two-factor theory or motivation-hygiene theory, dissatisfaction will results from the absence
hygiene factors include salary and relationships with others. However, satisfaction will results
from the presence of motivation factors, which include opportunities offered by the job. Based
on this theory, employees are more productive when the organization provides a combination of
desirable hygiene factors and motivating factors. But, it does not means that employee will be
satisfied and productive when it emphasized in hygiene factors by simply by giving them a big
pay raise every year. Employees also need motivating factors such as the ability to learn new
skills and assume responsibility.
Based on the case, Calvard has said that, My goal was to make the numbers, and in some cases
that meant not looking at the individual but looking at the bottom line. After that one-month stay,
I immediately started reaching out to people in a different way. It indicate that, hygiene factors
are not necessary, but motivation factors such as responsibility and meaningful work are play the
important role. If the employee focus on their work and have spirit to work together as a team
members without thinking power distance between each other, absolutely organization
productivity will runs smoothly. Therefore, it does not mean that the higher salary will increase
employee motivation factors. Even though money or higher salary is the motivator that comes
most readily to mind, but employee will respond more onto the sources of satisfaction.
Mostly, motivation theory have focus on how to motivate employees. For example, based on the
two factor theory or motivation-hygiene theory, intrinsic factors such as advancement,
recognition, responsibility and achievement will more motivated the employee satisfaction
towards their job. If the employee satisfy with their job, it will encourage employee remain in the
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organization. Employee are motivated, instead, by interesting work, challenge, and increasing
responsibility.
Besides that, from the case through the Community Internship Program (CIP), on one month
living among the poor wont change the world, but it help UPS manager see their employees as
more than just a cog in very efficient machine. Towards this statements has indicate that when
employees work together in an organization, the work will becoming in very effective and
efficient without thinking about the status of the employee.
As a conclusion, it shown that, paying higher salary wages to employee will motivate employee
towards the organization. UPS should emphasize in intrinsic incentives as well as extrinsic
incentive. This is because, when UPS to focuses on extrinsic factors, when employee are
adequate, the employee will be adequate.




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4.0 REFERENCE

Stephen P.Robbins & Timothy A.Judge. (Ed.13). (2009). Organizational Behavior. New Jersey:
Pearson Prentice Hall.