CASE STUDY 1:

THE TRANSFER

A Case Study
Submitted for Academic Purposes to Cirvy R. Rebucas

By
Jessica A. Ib-ib
Introduction
In complex social systems such as workplace organizations, decision-making
has traditionally been viewed as a critical aspect (together with dedication, work
engagement, and so on) in determining organizational efficiency and job
satisfaction. Miller and Byrnes (2001) developed a self-report measure to assess
individual differences in "decision-making competency," which describes the
tendency to self-regulate and employ metacognitive processes to examine and
master choice opportunities. A study has established that individual differences in
decision-making competency exist and have considerable predictive validity. No
evidence-based research has examined its associations with workplace and
psychological variables such as job performance, demography, and job
satisfaction. Numerous variables were affecting decision-making. Individuals'
choices impact by a range of factors, including prior experience, cognitive biases,
age and personality differences, self-esteem, and escalation of commitment.

Background
People are frequently asked to take on new uncomfortable or foreign roles in an
organization. Individual standing and status become involved in a certain way, as
people who were previously deemed professionals are now considered learners,
just like everyone in the organization. Grant has open communication and
autonomous culture. There is considerable independence, and managers offer
an opportunity for people to exhibit their skills. Likewise, there is enough reason
to keep personnel for the longer - term, such as incentives, promotions, and
wage increases. While Fleece emphasizes bureaucracy, empowerment is not a
phrase. Supervisors frequently examine their subordinates' work, and employees
are not trusted given their capabilities. As per observation, the organizational
work environment affects members. Both corporate organizations approach the
achievement of their objectives uniquely. Employees who are unaware of their
contributions to the company's success are more prone to disengagement.
"Oftentimes, achieving goals requires making trade-offs when things might not go
according to plan.”
Evaluation of the Case
The variables of the case are;
● The effect of organization environment on decision making.
The organization's environment is composed of immediate surroundings —
anything that impacts its operations, whether positively or negatively.
Organizational behavior is impacted by various variables, including the
organization's structure, policies and procedures, management effectiveness,
and collaborative relationships. All of these components can now inspire
employees to strive or contribute to employee disengagement.
● The organizational culture and its impact on the subordinates.
The concept "organizational culture" represents the belief and principles that
have persisted in an organization for a more extended period. The staff's views
and the anticipated value of their work impacts their attitudes and conduct.
Administrators often change their management style to forward the organization's
mission, which may impact employee satisfaction. It is essential to consider the
relationship between workplace culture, leadership behaviors, and employee job
satisfaction. A company's culture is vital, as it represents a crucial role in deciding
whether it is a happy and healthy workplace. While explaining and promoting the
organizational ethos to employees, their acknowledgment will have an impact on
their work attitudes and action.
● Adapting to new rules and management.
Adaptability is essential. Because change is a constant and inevitable component
of living, leaders must be versatile to be successful. Adapting to change often
demands the practical approach of all acquired skills. Adapting to change will
involve applying other capabilities that you might not have learned or perhaps
even started developing. Skills also become useless in a constantly changing
world of work.
Proposed Solution/Changes

Beginning a new career can be frightening. It includes meeting new people and soaking
up new knowledge. For many professionals, departing from their current job can feel
like a separation or divorce, and it is not unusual for sadness. Even sorrow to set in
when the decision to leave is essentially made. These initial responses are common
when experience situations such as with an employment change happen; consequently,
do not chastise. Instead, recognize that it is a regular phenomenon and focus on what
to ought with the job. While change has never been easy, as the old saying would go,
when one door closes, another one opens. Acknowledge that anxiety would always
occur in the uncertain, and then do best to make this turning point throughout their life
one to recognize. Hesitations concerning oneself and the decision to move on will only
add unnecessary stress and anxiety to life, accomplishing nothing but setbacks. Upon
conquering the emotional turmoil stated earlier, start accepting and moving on again
and acknowledging excellence for the career. Recognize that decision to leave does not
imply that it is abandoning employers and abandoning them altogether. Instead,
appreciate the employer’s role in the run of professional development during security
and the reality that it played a vital role in its success during tenure. Relief is one of
most positive emotion a person encounter during this process. It's time to begin
developing a career strategy for the next stage. Now that hesitation is apparent,
negative emotions started to shift towards a more positive mindset. Whatever the
circumstance, there is no perfect time to exit a new career.

Recommendation
Beginning a new job can occasionally lead to disappointment and doubt whether this is
undoubtedly the perfect fit for a person. If having a good choice to leave the new job
persists, individuals must do so respectfully and skillfully to avoid professionally
damaging themself. Choosing to leave a recently acquired employment can have a
negative impact during on next job search. There is a very high possibility that the next
interviewer will ask why to leave the recently started profession. Furthermore, it may
look unprofessional on a resume, as recruitment agencies may assume it will be the
same for their institution. Because once resigning from a career that just started,
consider how to minimize the professional effects. Before deciding to leave, take a while
to represent that circumstance and recognize other potential solutions. Having to resign
from a job is a last resort.