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List of learning diary tasks:

Identify mission & vision of an organization, Leavitt's model analysis of the video Seattle's Pike Place Fish Market Classify motivation theories under process and content oriented theories. Write 2 examples based on organization (1 example each on Internal attribution error & external attribution error) i.e. Kelley model and one example each from organization. The Coca-Cola Company Way(Case Study given), analyze what is perception, mis-perception and shaped perception in the case Find commercial TV Advertisement with multiple celebrities. What is the mechanism it is working on? Examples for + & - ve Reinforcement behavior and Punishment behavior Based on Patagonia video, find the companys values and how it practices. Based on the case study Martha Rinaldi: Should she stay or should she go answer the following questions: a) Identify the different conflicts faced by Martha Rinaldi from time to time. B) Do you think the steps taken by her was justified? If yes how and if no then suggest what should she have done.

Task 1: Identify mission & vision of an organization


Seattle's Pike Place Fish Market Seattles Pike Place Fish market signifies an organization where people have an open learning attitude where each and every one is keen to learn from other employees. Once a new employee joins he gets accustomed to the workplace in 3 months time. John Yokoyama, the owner, mentions that responsibility implies the trust one has on the other. Vision: To be world famous. John Yokoyama mentions about making a difference in lives of all people who get associated with it, which includes customers & employees. Mission: Producing outrageous results, by creating a good place to work.

Leavitt's model analysis:

People The people are not numbers anymore in this organization; they are actually human beings to commit to make a difference in their lives. People are trusted and given with the power to perform their best. John, who has been operating this business for over 38 years since he was 25 years old, mentions that the current team of employees is the best team he has ever had. He has attributed relationship as the main factor for this. Employees are trained thoroughly in the first 3 months of their joining, and then they take on the specialized task as per their comfort and learning. Tasks The vision is to be world famous. Things are being done by showering responsibility with trust.

Structure The structure of Seattles pike place fish is flat and less hierarchical. Employees are respected by the higher management and the ideology is creating good working relations also with customers. Employees are also keen to approach each other and learn from them. John mentions that if any employee is found stressed or underperforming, management motivates him to perform better. Jim Bergquist has done an excellent job in creating a friendly and enthusiastic work environment by his recommendations as a consultant.

The video depicted the happiness and creativity with which the employees work. One of the examples is the way they shout and throw fishes in the air before packing them. Customers were also enjoying the tossing of the fishes.

Technology The main technology they use is training & coaching. After the coaching only trained person do specialized task like operating the knife. Justin Hall the manager has also expressed his views to be one of the best coaches.

Task 2: Classify motivation theories under process and content oriented theories.
A process theory defines motivation as a rational cognitive process occurring within the individual, it focuses on the dynamics of motivation & how the motivation process takes place. Goal Setting Theory: Good goal setting incorporates the SMART criteria, in which goals are specific, measurable, accurate, realistic, and timely. Vroom's Expectancy Theory: It proposes that an individual will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. Adam's Equity Theory: It stresses the importance of striking a balance between employee inputs and outputs. Poter's Performance Satisfaction Model: It states that if a job has a high Motivating Potential
Score, the job characteristics model predicts that motivation, performance and job satisfaction will be positively affected and the likelihood of negative outcomes, such as absenteeism and turnover, will be reduced.

A content theory define motivation in terms of need satisfaction, it focuses on factors within the individual that lead to motivation. Maslow's Need Hierarchy Theory: Maslow posited that human needs are arranged in a hierarchy. He stated that people are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulfill the next one, and so on. Herzberg Two Factor Theory: It states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. Alderfers ERG Theory: It consists of Existence needs, Relatedness needs and Growth needs. Achievement Motivation Theory: Achievement motivation is an integrative perspective based on the premise that performance motivation results from the way broad components of personality are directed towards performance. Mcclellands theory of Needs: This theory can help you to understand people's main motivational drivers, so that you can manage your team more effectively. McGregors Theory X and Theory Y: It describes two contrasting models of workforce motivation.

Task 3: Write 2 examples based on organization (1 example each on Internal attribution error & external attribution error) i.e. Kelley model and one example each from organization.
Kelleys (1967) covariation model is the best known attribution theory. He developed a logical model for judging whether a particular action should be attributed to some characteristic (internal) of the person or the environment (external). The term covariation simply means that a person has information from multiple observations, at different times and situations, and can perceive the covariation of an observed effect and its causes. Kelley believed that there were three types of causal information which influenced our judgments.

Consensus: the extent to which other people behave in the same way in a similar situation. For eg: during team party everyone would dance, and mingle with others.

Distinctiveness: the extent to which the person behaves in the same way in similar situations. For eg: manager keeps motivating employees during team meetings and also encourages them to play better when team goes out to play cricket.

Consistency: the extent to which the person behaves like this every time the situation occurs. For eg: whenever a music is played person dances.

Pizza Bakery example: One more example on the above is suppose that employee is making excellent pizzas at a delivery counter. We might think that bakery is good. But if employee generally makes good pizzas (High consistency), employee makes good quality pizzas in other bakery as well (Low distinctiveness), and other employees couldnt make good pizzas in this bakery (Low consensus). Examples are: 1) Internal attribution error: Employee using faulty machinery to complete his work eg: computer with faulty keyboard. The work would be affected and people would think that he has done something wrong and errors due to faulty keyboard would not be considered. 2) External attribution error: Employee prepared a presentation using Prezi, but people would generally dont praise him considering that it was the beautiful template of Prezi by which he was able to prepare it.

Above example of pizza bakery signifies Internal Attribution(i.e. behavior is attributed to internal factors).

Task 4: The Coca-Cola Company Way(Case Study given), analyse what is perception, mis perception and shaped perception in the case
Perception is the process of receiving information about and making sense of the world around us. With reference to the case study there are different views of different people concerned so perception for one person can be a misperception for the other. Following are perceptions and misperception from Johns point of view: Perception: John Pemberton perceived coke as a potential headache remedy Misperception: Customers perceived it as a fountain drink Following are perceptions and misperception from customers point of view: Perception: Customer perceived coke as a fountain drink Misperception: John Pemberton perceived it as a headache medicine Following are instances of shaped perception Coca-Cola changed the shape of the bottle into a distinctive contour design, forming a unique curved bottle which signifies the original Coca-Cola.

Task 5: Find commercial TV Advertisement with multiple celebrities. What is the mechanism it is working on?
Advertisement link: http://www.youtube.com/watch?v=A3ULXQ3ZN6Q Cast: Karan Johar, Purab Kohli, Deepika Padukone Ad has the central theme of Turning on the best in you. Before Conditioning: No response from customer after seeing Nescafe. But customer enjoys watching Karan Johar, Purab Kohli & Deepika Padukones movies. During Conditioning: Purab Kohli wants to interact with Deepika, but Karan Johar intervenes. So Purab is not feeling confident. Then Purab Kohli drinks Nescafe and gains confidence to talk to them.

After conditioning: To turn on the best in you, the customer drinks Nescafe Coffee. So the concept is that whenever one needs confidence he/she should drink Nescafe coffee.

Task 6: Examples for + & - ve Reinforcement behavior and Punishment behavior


Positive Negative Reinforcement Bonus paid to the employee Stop criticizing the employee Punishment Increasing work hours of the employee Demoting the employee

Task 7: Based on the video, find the companys values and how it practices.
Patagonia, Inc. is a Ventura, California-based clothing company, focusing mainly on highend outdoor clothing. The company is a member of several environmental movements. It was founded by Yvon Chouinard in 1973. Patagonia is a leading designer, distributor, and retailer of high quality, technical outdoor clothing and gear. They are based in Ventura, California, but also have a major facility in Reno, Nevada, a manufacturing facility in Japan, and retail outlets around the world. Patagonia received numerous awards for its working culture, including 2000 WORKFORCE Optimas Award and the 2010 Top Small Company workplace award. Patagonia is routinely listed on lists of the top companies to work for, including a list produced by Working Mother that judges companies on how friendly they are to working mothers.

Patagonias mission is to Build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis. Their core values are: Quality (the pursuit of ever greater quality in everything we do)

Patagonia produces world-class quality products, and provides world-class quality benefits to the employees that make the product. Patagonia hires employees that are enthusiasts of its products and the sports they are made for ensuring high quality standards. Integrity (relationships built on integrity and respect)

Patagonia core values are being committed to moral, ethical & philosophical values; and people with similar values are hired. Patagonia works on honest & holistic approach, with dedicated & loyal employees creating like-wise customers. One of examples of integrity is Patagonia Ironclad Guarantee where in if a customer is not satisfied with the products at the time they receive it, or if one of the products does not perform to their satisfaction, they may return it for a repair, replacement or refund Environmentalism (serve as a catalyst for personal and corporate action)

Patagonia donates 1% of its sales, or 10% of the pre-tax profit to environmental grassroots activities. As mentioned in the video it donated 2.4 million $ last year. Each of its facility throughout the world has a local budget allocated for these activities. Patagonia also conducts Tools for Grassroots Activities Conference for entrepreneurs in the field of environment related businesses. Not Bound by Convention (our success and much of the fun lies in developing innovative ways of doing things).

Patagonia hires employees that are enthusiasts of its products and the sports they are made for, and committed environmentalists. Patagonia provides opportunities for its employees to get outdoors with flexible work schedules. Video also mentioned about the child development center which was opened in 1985, as Patagonia believes that family & work should go hand in hand. With this employees are more committed to the work, and have high levels of job satisfaction.

Task 8: Based on the case study Martha Rinaldi: Should she stay or should she go answer the following questions:
Identify the different conflicts faced by Martha Rinaldi from time to time. Do you think the steps taken by her was justified? If yes how and if no then suggest what should she have done

Conflict is a process in which one party perceives that his or her interests are being opposed or negatively affected by another party. Conflicts are: Tasks on the job were menial (copying, fixing, powerpoints, etc.) and not managerial in nature. Follet criticized Rinaldi for lacking initiative. John had high hopes from Martha but was not much supportive. Martha felt lack of interest from Follets side as she could feel the difference of her interaction compared with that with other managers. Renaldi perceived that corporate policy was to encourage promotions from within the organization but her evaluation was delayed.

Part-B In my view the steps taken by Martha was justified, she chose the best possible option i.e. selecting to work at Potomac Waters. The reason for that can be summarized as the following: Firm encouraged promotion of employees. Economic crises were going on, and people might save by eating at home & cutting on restaurant expenses, gas and transportation expenses. Bigger company with a better reputation, national presence.

Also Director of Promotions, Deep Dive was impressed by Marthas work at Deep Dive and offered a job, he even tried to persuade her to joining when Martha informed about her decision. With a back-up option and comparison shown above I believe Martha took the right decision.