MBA Batch 8

Subject: International Marketing

ASSIGNMENT

Submitted to; Submitted by;

U Htin Kyaw Lin Kyi Kyi Khin

Date of Submitted
August 1, 2022

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 International Marketing
Assignment Question

1. SWOT analysis is strategic analytical tools that assist all of the businesses make
long-term plans and important strategic decisions. Thus, how do you understand SWOT
analysis? Choose one product which is familiar with you and discuss SWOT analysis of
this product adequately and if you were a marketing manager of that organization, how to
alter weaknesses into strengths to improve organization performance.

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Contents

1. Introduction
2. Workplace Bullying
3. Organizational Justice
4. Three Categories of Organizational Justice
4.1 Distributive Justice
4.2 Procedural Justice
4.3 Interactional Justice
5. Motivational Concept
5.1 Cognitive Evaluation Theory
5.1.1 Intrinsic Motivators
5.1.2 Extrinsic Motivators
6. Aspects of Motivational Concept
7. Conclusion
8. Recommendation
9. References

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1. Introduction
An organization is its own world. Without organizational justice, a culture
of ethics and compliance cannot exist. The organization will not be able to foster
the critical values of integrity and trust if managers and employees perceive that
the internal justice system does not work. The association’s culture will come
banal, mistrust, plant bullying could be maximized and fear will grow, and
eventually, serious misconduct is more likely to do.

2. Workplace Bullying
Workplace bullying is recurrent and protracted negative actions directed
toward one or additional people that involve an influence imbalance and build a
hostile work surrounding. Unreasonable behavior refers to acts that an
inexpensive person, once considering all of the circumstances, would see as
victimizing, undignified, undermining, or threatening associate worker or cluster
of staff. Bullying generally involves abuse or abuse of power. For the
employees’ subject to that, they'll expertise difficulties in defensive themselves.
Bullying cuts across race, religion, and gender. It involves offensive behaviors
that an inexpensive person would see as making associates discouraging, hostile,
or abusive work surroundings. Typically, bullying must involve repeated
incidents and a pattern of the way of behaving.
Bullying harms the health of the individual subject to that. Health
concerns from bullying ought to be distinguished from routine geographical
point politics, teasing, incivilities, and somewhat off-color stories/jokes. All of
the results of stress known antecedently could also be practiced as a result of
bullying. additionally, people United Nations agency report severe kinds of
bullying establish experiencing the subsequent major symptoms:
• General anxiety disorder—evidenced by anxiety, excessive worry,
disruptive sleep, stress headaches, and racing heart rate.
• Clinical depression — substantiated by loss of attention, tumultuous
sleep, preoccupation over details at work, prostration ( leading to associate
degree incapability to serve), and diagnosed depression.

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 • Post-traumatic stress disorder—evidenced by feeling high-strung or
irritable and constantly on one's guard, having continual nightmares and
flashbacks, and needing to avoid the emotions or thoughts that prompt the
afraid person of the trauma.
In addition to the likely terrible effects of bullying on the
individual, the organization has teeming at stake in preventing or
managing bullying through a right away technique. A scope of structure
effects is associated with bullying. This embrace
(1) high absence ensuing from time set out by the hangdog workers,
(2) reduced productivity among hangdog staff,
(3) stress-related ails that increase healthcare costs to the association,
(4) reduced client service due to bullied workers feeling lower fidelity to
the association because it isn't guarding them against bullying,
(5) multiplied worker development — 82 percent of individualities
targeted by a bully quit.

3. Organizational Justice
First postulated by Greenberg in 1987, organizational justice refers to an
employee’s perception of their organization’s behaviors, decisions, and actions
and how these influence the employee’s own attitudes and behaviors at work.
Organizational justice is similarly connected to the concept of fairness.
Employees are sensitive to decisions on an everyday basis by their boss and will
judge the decisions as unfair or fair. These judgments influence an individual’s
behavior and can lead to workplace depart from the cases where the actions have
a personal effect on the employee and are judged as unfair.
Organizational justice is concerned with the workplace way of behaving,
treatment from the boss, training access, and gender fairness. This basically
comes from equity theory, which suggests individuals make judgments on
fairness to compare the ratio of their inputs and outputs to others. Icing
organizational justice should be the most important consideration for an
association because it can reduce the circumstance of plant deviance, plant

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 bullying, absence, separation, and ineffective plant actions (CWB) and also
encourage formative attributes like faith and nonstop communication.

4. Three Categories of Organizational Justice

Organizational justice is about employees' perceptions of fairness inside of
a company. The company must hold tight three categories of organizational
justice in order to have cheerful and productive employees. Those are distributive,
procedural, and interactional.

4.1 Distributive Justice

Distributive justice deals with the employees' concerns about fairness in
employee outcomes. One of the biggest reasons for problems with employee
productivity or morale is that employees feel a lack of fairness in their company.
Organizations can provide equal distributive justice by instructing,
communicating, and enacting fair employment practices with the organization.

4.2 Procedural Justice

The second type of organizational justice is called procedural justice.
Procedural justice is concerned with how justice is perceived in the process of
determining employee outcomes. The company can easily solve this problem by
responding to employee feedback and increasing employee awareness.

4.3 Interactional Justice

The last kind of organizational justice is interactional justice. Interactional
justice deals with how clarifications are communicated as well as the fair
treatment of or sensitivity towards employees not only when resources are
distributed but in everyday interactions, as well. Nevertheless, work bullying is
that the opposite facet of interactional justice.
Interpersonal and informational are the two kinds of interactional justice.
Interpersonal justice looks at sensitivity and fairness in how fact is communicated

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 to an employee. Informational justice relates to the standard of the reason that’s
given to employees explaining why a selected outcome happened. Based upon
theories we can assume that workplace bullying could be avoided by dilating
interactional Justice in organizations.

5. Motivational Concept
Motivation means the processes that account for an individual’s intensity
(how hard an employee tries), direction (which should benefit the organization
e.g. quality of effort counts), and persistence (how long can an employee maintain
his or her effort) of effort toward achieving an organizational goal.

5.1. Cognitive Evaluation Theory

Cognitive analysis Theory could be a theory in psychological science
that's designed to elucidate the consequences of external consequences on internal
motivation. psychological feature analysis Theory suggests that their area unit 2
motivation systems; intrinsic and unessential that correspond to 2 forms of
motivators.

5.1.1 Intrinsic Motivators

Achievement, responsibility, and competence; motivators that return from
the particular performance of the task or job — the intrinsic interest of the work.

5.1.2 Extrinsic Motivators

Pay, promotion, feedback, operating conditions — things that return from
a person’s surroundings, controlled by others. one among the opposite of those
could also be a lot of powerful rational motive for a given individual. in and of
itself motivated people to perform for his or her accomplishment and satisfaction.
If they are available to believe that they're performing some job owing to the
payor or the operating conditions or another outside reason, they start to lose
motivation.

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 The belief is that the presence of powerful accidental motivators will cut
back a person’s intrinsic motivation, notably if the accidental motivators square
measure perceived by the person to be controlled by folks. In alternative words, a
boss United Nations agency is often supporting this reward or that stick can put
off the as such motivated folks.
If the cognitive evaluation theory is valid, it ought to have major
implications for social control practices. Pay or other extraneous rewards square
measure to be effective motivators, they must be created dependent on associate
degree individual’s performance. Cognitive evaluation theorists would argue that
this can tend solely to decrease the interior satisfaction that the individual receives
from doing the work. If correct; it'd be to form associate degree individual’s pay
non-contingent on performance to avoid decreasing intrinsic motivation.

6. Aspects of the Motivational Concept

There are numerous aspects of the motivational conception that can be
minimize bullying in the plant. The major provocations that can be told by
bullying in the plant are fidelity, bid, morale, and preference to work. When
employees have an attempt to work, it indicates that the workplace is satisfied and
there are no problems between employees and the boss.
When there is bullying in the factory, the workers are less motivated to work,
which can lead to workplace failure, and workers are forced to abnegate
ultimately. When there's bullying in the plant, it'll have an effect on the hand’s
performance. An employee with low self-efficacy while being bullied can just be
affected more making the self-efficacy worsen and they may reduce their desire to
work, achieve, or need to work for a higher power. When being hangdog by a
better power, workers would less doubtless wish to undertake to realize a lot of as
a result of they might not wish to be around demoralized and wouldn't wish to be
brought to a halt on day by day.
John may feel less motivated to go to work every day, he continues
performing his required Job duties with fear, less motivated to perform extra-role
or citizenship behaviors. Helping others, speaking appreciatively about the

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 association, and going beyond the call to the duty are reduced as a result of
bullying in the plant.
And no, employees will not retaliate against bullying nor will they let
motivate them because they may end up looking like the perpetrator and will most
certainly cause confusion for those responsible for evaluating and responding to
the condition.

7. Conclusion
Everyone in society is hurt by the effects of bullying in the workplace. As
taxpayers, customers, or clients we experience higher costs, reduced service, and
increased levels of frustration because of the bullying that occurs in some
organizations.
There were some common problems involving the victims, the alleged
bully, the organization, the medical and legal professionals, the family/friends
and associates, the investigators, and additionally the media. Everybody had an
unconditional interest and everybody wished to raise queries.
However, not everybody knew what question to raise or why it ought to be
asked. My practical experience in speaking with victims, contended bullies, and
associations led me to believe that whilst bullying sounded to be part of life,
numerous people were uncomfortable with it passing.
It was a concern that whilst associations were suitable to produce
programs and procedures about the forestallment, discovery, and resolution of
plant bullying, not much was being done to educate people on the basics of
organizational life.
You do get to set up for the day they'll be concerned during a geographic
point bullying incident. When it will happen, however, are you getting to
respond? whether or not you think it or not, we are all in this together. One of the
nice things concerning treating folks with respect and dignity is that this. We
might not agree on every other’s viewpoint; however, we are able to have some
constructive discussions that may be affectional and difficult and that we can still

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 comply with disagreeing while not mortifying, daunting, or threatening one
another. It is about communication.
I've set out many ideas that I believe if addressed not only at a public
position but in an organizational and individual position, can make a major
invasion into reducing the prevalence of plant bullying. We can separately and as
organizations keep swimming stroke or going around in a circle doing a similar
previous factor, and zilch can amendment. Alternatively, we are able to get
entangled, set the ball rolling, and create positive changes.

8. Recommendation
According to my opinion, the organization needs to find solve this
problem, for example, to put roles in the company and create a fair organizational
environment, the employees need to training to know how to find a good
workplace, and all of them share to work in a safe workplace. Also, the work by
cooperation and effective the motivation tools can offer the corporate smart
geographic point, finally, the organization should be effective to deceivers the
leadership and spreading the culture of total quality leadership to motive the staff
to realize the goal.

9. References
 https://blog.volkovlaw.com/2015/03/the-importance-of-organizational-
justice/ (January 16, 2022)
 https://www.hrzone.com/hr-glossary/what-is-organizational-justice
(January 16, 2022)
 https://study.com/academy/lesson/organizational-justice-definition-and-
relevance-to-organizational-behavior.html#:~:text=Organizational
%20justice%20concerns%20employees'%20understanding,have
%20happy%20and%20productive%20employees. (January 17, 2022)
 https://acasestudy.com/bullying-bosses-case-study-page/ (January 17,
2022)

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 Don Hellriegel & John W. Slocum, Jr. (2009), Organizational Behavior,
Thirteenth Edition, Elm Street Publishing Services
 Cognitive Evaluation Theory of Motivation Simplified (iedunote.com)
(January 18, 2022)

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