Organizational Behavior case study 2 PDF

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Organizational Behavior case study 2...

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The cognitive biases that may be affecting Matt's decision-making in this situation are as follows:  - Following a conversation about vegan cuisine, Matt's decision-making is influenced by the verbal confrontation between the elder and new employee. He may interpret this occurrence as proof of elder workers' jealousy of younger workers. - T'd up has both a casual and creative environment and recognises that new ideas can come from anywhere, giving free control to all staff in designing and producing ideas for new products. This culture influences his judgement, as preventing new workers from bringing new culture contradicts his company's cultural values.  - This demonstrates that new hires bring new success to T'd up by bringing in international orders that cause jealousy among older employees, and this acts as a cognitive bias in Matt's decision making. - The new team works extremely hard, increases revenue, and even inspires older employees to make social media brand-friendly, which is aided by T'd up's marketing department, influencing Matt's decision-making. - Matt was hesitant to implement new policies prohibiting the use of social media while operating because he understood digital platforms were delivering success. Using the phases of conflict model, describe the development of one specific instance of conflict at T'd up.In the given case, there was a conflict that arises between new employees and older employees, this happened because of the difference in their culture, and ways of communication and completing their activities. - Conversation: For example, in the provided scenario, email vs face-to-face communication. - Organization. For example, consider the culture and work procedures of new workers vs veteran personnel. - Variables related to the individual. For example, a heated debate between vegetarians and non-vegetarians, with one of the older employees admitting that he brought chicken on purpose and eating it in front of the new vegetarian employee. When new employees preferred email over face-to-face conversation, a communication chasm developed, causing friction. It irritated the elder staff, who preferred face-to-face contact. New workers seem to have sparked some envy as well. The tactics that Matt could use to persuade his older employees to be more accepting of the new employees are as follows: - Creating a strong and compelling cause: To establish cohesiveness, new and existing workers must be given with a compelling rationale for being a part of the company's mission. The more compelling and engaging the mission, the easier it is to persuade new and old employees to want to support what the company aims to achieve. - Develop team objectives: It is critical to establish realistic objectives for each team member on a regular basis in order to drive improvement in both new and veteran personnel. The goal of these objectives is to create reachable victories for both new and experienced personnel. Such

wins have a curious way of breaking through barriers, producing real momentum both individually and collectively. - Leverage team members' strengths: Rather than working around their limitations, it is better to work alongside their strengths to encourage every team member. For example, Matt may delegate product development to new members because they are more creative and bring in fresh ideas, and he can allow senior employees to perform paperwork and handle important corporate information and papers because they are more trustworthy. - Encourage all employees to interact outside of the office: socialising with coworkers outside of the workplace is an effective means of establishing communication channels, increasing understanding, and breaking down any barriers of prejudice or suspicion. 4. Using the Leadership Grid, evaluate Matt's leadership style.In the given case Matt follows the affiliative leadership style. Of all types of leadership, the approach to affiliate leadership is one in which the leader gets personal and up close with the employees. Matt follows this leadership style, which would benefit both new and old employees. For example, Matt listens to the complaint of older employees over communicating via emails instead of face-to-face, he also understands the need for social media to promote his products....