Scene 1

The Future of Organisations and Work (BMGT2002S) Team assignment

Team Members Student ID Hele Kattadiyalage Chamari Kawshalya Aberathne 20211991 Lim Jing Kwang 20211992  Arvinderan M Ganeson 20211778 Vikneswaran S/O Vijeyakumar  20210743 Bin Abdol Wahab 20210801

Scene 2

Integro technologies Integro Technologies is a high end specialty IT solutions provider for Banks in Asia-Pacific and beyond. 15 years of experience servicing well known banks in the region. team is led by dynamic ex Bankers who are passionate about the success of our Customers. Integro Technologies is headquartered in Singapore with offices in Malaysia, Thailand, Indonesia, Vietnam & India It is a subsidiary of Aurionpro Solutions, a global financial IT solutions and services provider

Scene 3

Scene 4

Interview with an ex employee of Integro & issues of the company which we are recognized

micro management - interference to each and every task.employees  have no freedom to completed a task their own. - Henry Mintzberg theory employee dissatisfaction-Herzberg two factor high turnover rate too much workload no motivation at all do not care about employee’s emotions - emotional dissonance./ managers should have emotional intelligence to regulate employees  long work hours  attrition rate - not replacing those people who leave company employee conflict - it is not healthy conflict. dysfunctional conflict. in some cases managers are failed to make conflict optimal.  favouritism - top level managers do favour on some employees even when he or she is the responsible for certain issues. (delete this) leadership issues - Managers are commanding. not listening to employees difficulties, pushy, yelling at employees, get it done any how.  Power distance

Scene 5

Individualism vs. Collectivism. ... Power Distance. In high Power Distance societies, hierarchical systems of assigned roles organise behaviour. ... Uncertainty Avoidance. ... Orientation to Time. ... Gender Egalitarianism. ... Assertiveness. ... Being vs. ... Humane Orientation.

Scene 6

if an employee is perceived that he or she is treated unfairly, that makes behave in a certain way.  in the Intigro, there are some situations in which top management only listens to one employee and don’t give an attention to the others ideas. that makes other employees feel bad towards the management and as they were not treated fairly, they feel job dissatisfaction and no involvement to the job and they may not feel any commitment to the company as well. it causes the high level of turnover in the company. improving employee work perceptions can improve business competitiveness while positively impacting employees well-being.

attitudes
Evaluative statements or
judgments concerning
objects, people, or events
cognitive component
of an attitude
The opinion or belief
segment of an attitude.
affective component of
an attitude
The emotional or feeling
segment of an attitude.
behavioral component
of an attitude
An intention to behave in a
certain Way toward someone
or something.

Scene 7

McClelland's
Motivational Needs
owe
The Need or
liatio

Recommendation to make employees feel satisfied

trust & respect trust and empower employees. give them freedom to do whatever they think right when servicing the customers to make them happy.   ex. autonomy, flexi time. trust employees to make them happy. eventually employees satisfied and contribute their best to the company. Apply McClelland’s Motivational Needs in the need of power to the employees in order get thing done by exercising their power & the need for affiliation for collaborative effort and teamwork in order to build relationship with your client Fairness regardless of the race, gender, age, ethnicity, treat them all fairly. as an example, if you are intend to give a promotion, it should be  transparent , acquittal behaviour and  openness .  Listen active listening , hand eye contact, repeating what people said that is not listening. being humble and  always  searching and hunting

Scene 8

R ecommendations  to make employees feel job satisfaction

listen to the all employees’ ideas and appreciate their ideas. choose the best idea out of all ideas  transparently. it makes employees involvement to their job and feel job satisfaction. they will feel that they should stay with the company and would be made more commitments  empowering the employees by involving them in decision making making them feel their work is important give employees discretion to do their own thing (autonomy) identified employees personality job condition identify their emotions and moods, make environment for employees to keep positive moods ex:  facilitate social activities to interact with people ( physical activities) , informal activities (birthday parties, dinner outs) Send team leader for training to  develop interpersonal skills as it  play an important role to helps organizations to attract and retain high-performing employees. team leader should also learn to apply Henry Mintzberg’s ten primary managerial roles as they will certainly need to apply many type of roles in their daily task as problem arise in the organization depending on each situation.

interpersonal roles
Leader
Figurehead
Negotiator
Resource
allocator
Disturbance
handler
Entrepreneur
Managerial
roles
Liaison
Monitor
Disseminator

Scene 9

Recommendation to manage conflicts & avoid  favouritism

How to managed conflicts? make conflict functional and optimal apply conflict solving techniques  - problem solving 		- compromise - altering the human variable - altering the structural variables - restructuring the organization Listen First, Talk Second Identify points of agreement and disagreement Encourage Collaboration Get to know  different  personalities in your team and pay respect Don't  criticize, complain or blame Focus on behavior and events, not on personalities Set Clear Expectations Develop a plan to work on each conflict

How to avoid favouritism? Keep track on all  employees  and encourage them Stop the inner circle mentality Rewards to Work Accuracy and  Efficiency Touch Base with Everyone in the loop and show some personal  interest  in them as an individual Cross train all team members and stop assigning skillful jobs to favourite employees

Scene 10

Recommendation  to make employees feel motivated

how   do you motivate? what demotivate people ? recognition for your contribution reward-  financial incentive- money as motivator for complicated task-self directed-mastery Hygiene factor (Movitor vs De-motivator) Hygiene factor (Motivator vs De-motivator) Corporate policy Administration Supervision KITA (kick in the ass) Factor Negative salary adjustment,perk,bonus Genuine or transparency between staff. Physical Psychological Positive

Job Satisfaction
Influenced by
Motivator Factors
Achievement
Recognition
Responsibility
The work itself
Advancement
Personal growth
Herzberg's Two.
Factor Principles
Improving the
motivator factors
increases job
satisfaction
Improving the
hygiene factors
decreases job
dissatisfaction
Job Dissatisfaction
Influenced by
Hygiene Factors
Working conditions
Coworker relations
Policies and rules
Supervisor quality
Base wage, salary

Scene 11

how managers can motivate their employees. Praise. People want to know if they've done a good job. ... Encourage autonomy. ... Treat them with respect. ... Allow honest criticism and complaints. ... Ensure a healthy work life balance. ... Be fair. ... Pay them more. (https://www.google.com/search?q=how+to+motivate+employees+as+a+manager&oq=how+to+motivate+employees+&aqs=chrome.1.69i57j0i512l9.16252j0j15&sourceid=chrome&ie=UTF-8)

Scene 12

Maslow's
Hierarchy
of Needs
Self-actualization
Esteem
Love/Belonging
Safety
Physiological
verywell

Scene 13

set a specific target  specific-s elf generate imposed challenging- stretch your limit commitment-to seek participation public control feedback

expectancy theory effort = result = reward = value appreciate work being done-expect  expectancy x instrumentality x valence = motivation effort + result = expectancy result + reward = instrumentality reward + value = valence effort = performance = outcome = value

Scene 14

when we look at the “Integro”, as a high end IT solution provider their employees can be recognised as skilled , sophisticated workers who earn reasonable salary to live a comfortable life. there isn’t much of relationship between  the   average  pay and job satisfaction. as we discussed with a ex-employee of the company they are satisfied with what they get paid.  regular  surveys  can reduce gaps between what managers think employees feel and what they really feel.	as Integro employees are skilled, sophisticated workers after the good salary, managers should give them freedom for below three factors to make them feel personally satisfied.  Autonomy mastery purpose  	these are will helpful for company to reduce employee turnover, job dissatisfaction,  absenteeism  and keep them motivated	 	 		 values employees’ contribution and cares about their well-being eg: forgive an honest mistakes. it would be stopped repeat the same mistake again.  care about employees emotion and moods - social activities , managers themselves who are in good mood can have a contagion effect on team members. because positive moods can be transmitted.