Skills for Tomorrow Essay Example

potential. Specifically, Skills for Tomorrow has been experiencing morale issues amongst its management team.

Martina Jones, lead consultant for Hancher Consulting, has to determine a course of action and implement a recommendation to the executive director of Skills for Tomorrow, Ted Alvarez, to resolve the current situation. It is Friday night, September 28th, 2012. She has only until Monday, October 1st, 2012, three days, to come up with this plan.

Issues and Symptoms

OB Issue: Job Dissatisfaction

Evidence: Several employees experiencing job dissatisfaction had behavioral changes towards the organization. This level of dissatisfaction affected task performance and organizational citizenship. Its ultimate course without change or intervention was projected to affect employees joining and staying with the organization. Employees were losing confidence in their decision-making skills. In the status meetings employees were not expressing their opinions on any of the issues.

They had become quiet, not involved in their work, even at times bickering between themselves and relinquished their decision making to Ted Alvarez. More seriously, they did not set any goals for the growth of quality in their student’s continual education. Also, the relationships among the coworkers and directors were very strained and there was no support for one another. It was every man for himself type of environment. There was not a solid presence of ‘team’ or team effort.

OB Issue: Stress Evidence: Due to the recent budget cuts and during the hiring of the new executive director, Mr. Ted Alvarez, the organization fell lower in performance rankings which in turn increased the amount of stress. Ted continued to add to their stress level by making the rankings

the only thing he focused on. This can be related to the general adaptation syndrome that is a model that consists of three stages: alarm reaction, resistance and exhaustion. Ted entered the alarm reaction when he was notified that if he didn’t perform to the level expected from corporate headquarters their charter would be revoked.

The second stage that Ted and his employees are under is the resistance stage. They are all trying to overcome the stress being put on them however people have a limited resistance capacity and if the source of stress persist, the employees will eventually move into the third stage, exhaustion. Employees are also experiencing low task control. Low task control is a stressor and increases with the burden of responsibility that the employees must carry with outcomes that they have little control over.

OB Issue: Lack of Communication Evidence: All of the employees at Skills for Tomorrow are not communicating with each another. Some of the employees are experiencing high levels of communication barriers called noise in their attempts to communicate with one another. A few employees have language barriers with Yu and do not share a similar codebook meaning they do not share the same language. The employees are reluctant or having difficulty in communicating their issues to the executive director. In holding back it additionally is not allowing them to effectively re-organize work in light of the budget cuts and costs to the organization. Ted also did not communicate clearly job role perceptions for his employees. Another communication barrier that is evident with Ted is the imperfect perceptual process of his sending and receiving skills.