Anna Veronica A.

Roxas

Case Study: People Management and Organisational Politics

Questions:

1. Does this case reflect Joseph's decision making ability?

Yes, but that doesn't reflect how he is as a person. As an employee that is known to be very hardworking ,
loyal and competent person, it is not surprising that he is in demand in terms of the position in the
management. As a career-oriented person, he was only thinking of what's best for him and his future. He
wanted to make sure that whatever his decision was, it will benefit his work and his future. Though
Joseph was pressured by Mr. Kiran and he let that pressure get into him, it will serve as a lesson the next
time someone talk his way into making his decision. Getting enough time for yourself while making
decisions will really help you reflect and will get you time away from people who wanted to get in your
head.

2. How the 'theory of equity' is related to this case study?

In 1963, John Stacey Adams introduced the idea that fairness and equity are key components of a
motivated individual. Equity theory is based in the idea that individuals are motivated by fairness, and if
they identify inequities in the input or output ratios of themselves and their referent group, they will seek
to adjust their input to reach their perceived equity. Adams suggested that the higher an individual's
perception of equity, the more motivated they will be and vice versa: if someone perceives an unfair
environment, they will be de-motivated.

In this study, Joseph was promoted to a better position in the company. He acquired better acceptance and
recognition in the supervisory position from his superiors and co-workers within short span. But after that
they told him that having an affiliation with the trade union affects the progress of the organization
leading Mr. Kiran into giving him the choice to cut ties with the trade union. In this case study, it is seen
Joseph was given the motivation first, which is the promotion that lead him to being a better employee in
the workplace. This promotion also lead him to or affected him to make a decision in cutting ties with the
trade union because he was given the promotion, making him feel obligated to return the favor by
agreeing to leave the trade union.

3. How do you evaluate the people management strategy of senior managers in the organization?

Directors who work in small enterprises and organizations must have people management skills to
successfully play out their occupations. Most organizations utilize a progressive association structure that
requires chiefs or managers to administer crafted by others. Subsequently, these administrators must
supervise and facilitate crafted by others to finish different ventures. People management skills can
incorporate communication, leadership, delegation, motivation, training and even performance feedback.
In this case study, they didn't use any of that. Joseph who has all along working hard will be greatly
affected by this unfairness because the superiors are not really checking their performance but rather
giving criticisms without the right criteria. Instead, they put the blame on the lower employees and passed
those allegations.

4. Does the management's attitude towards the trade union is well justified?

No, because they were just not happy about the idea of trade union because they keep the best employees
loyal and invested to them. So instead they pressured Joseph and promoted him and made him work for
the management. Also, they did not address the problem, instead, they just blamed it all on the lower
ranks and protected the "big bosses". This will affect them in the future in a way that they will lose the
best employees just to protect the incompetent superiors.