ETM 507- HUMAN BEHAVIOR AND DEVELOPMENT IN ORGANIZATION

ROLDAN JAMERO MACARAYO Karl Tantoy, Ph. D.

PhD-TM Student Visiting Professor

Organizational behaviour - the

study of the structure and
management of organizations, their
environments, and the
actions and interactions of their
individual members and groups.
Organizational behaviour enjoys a
controversial relationship with
management practice. However, the
focus on management
is regarded by some commentators
as unhelpful, for at least four
reasons, concerning power
inequalities, the subject agenda,
multiple stakeholders, and fashion
victims.
Organizational behaviour - the
study of the structure and
management of organizations, their
environments, and the
actions and interactions of their
individual members and groups.
Organizational behaviour enjoys a
controversial relationship with
management practice. However, the
focus on management
is regarded by some commentators
as unhelpful, for at least four
reasons, concerning power
inequalities, the subject agenda,
multiple stakeholders, and fashion
victims.
For so long, man made serious attempts to be productive, economic, or otherwise.
He did it either individually or in group. In his quest for fulfilling his dreams, he is always
confronted with the risk of failure, and the risk is most often associated with the human
factor, i.e., him and the others. Even if it was a machine that disrupted the production
process, the person who decided to buy or use the machine faces the risk of placing his
character under suspicion. It has become clear that the quality and quantity of the output of
the individual, the group, or the organization depend heavily on the actions of the person. It
follows that those who have knowledge of human behavior are better equipped to interact
with individuals, groups, or organizations.

A case study, in a business context, is a report of an organization's implementation of

something, such as a practice, a product, a system, or a service. It can be thought of as a
real-world test of how the implementation works, and how well it works.

A case study is a research methodology, typically seen in

social and life sciences. There is no one definition of case study
research. However, very simply, a case study can be defined as an
intensive study about a person, a group of people, or a unit, which is
aimed to generalize over several units. It has also been described
as an intensive, systematic investigation of a single individual,
group, community, or some other unit in which the researcher
examines in-depth data relating to several variables.

This compilation of case studies related to Human Behavior and Development in

Organizations is presented to equip prospect-leaders and recent leaders with necessary
conceptual skills in the field.

Case Study 1: Company A's Change Initiative

Company A decided to implement a major change initiative to streamline its

operations and improve efficiency. They introduced a new performance management
system and restructured several departments. However, the employees were resistant to
the changes due to a lack of communication and involvement in the decision-making
process.
 As a result, productivity decreased, and there was a rise in employee turnover. To
address this, the company held town hall meetings to explain the rationale behind the
changes and created cross-functional teams to involve employees in the decision-making
process. Gradually, the employees became more accepting of the changes and started
embracing the new initiatives, leading to improved organizational performance.

Case Study 2: Leadership Transition at Company B

Company B experienced a significant leadership transition when its long-time CEO

retired. The new CEO introduced a more participative and collaborative leadership style,
emphasizing teamwork and open communication. However, the middle managers, who
were accustomed to a more authoritative leadership approach, were resistant to the
changes. They felt uncertain about their roles and authority.

To address this, the new CEO conducted leadership development workshops and
coaching sessions to help the middle managers adapt to the new style. Over time, the
managers became more receptive and began embracing the collaborative approach,
resulting in improved employee engagement and innovation.

Case Study 3: Employee Engagement at Company C

Company C noticed a decline in employee engagement and motivation, leading to

decreased productivity and increased absenteeism. After conducting surveys and
interviews, it was revealed that employees felt undervalued and lacked opportunities for
growth and development.

To address this, the company introduced various initiatives, such as regular

feedback sessions, skill development programs, and a career advancement plan.
Additionally, the company emphasized work-life balance and introduced flexible work
arrangements. As a result, employee satisfaction and engagement improved, leading to a
positive impact on the company's performance and retention rates.

These case studies highlight the importance of effective communication, employee

involvement, leadership development, and initiatives to improve employee engagement in
shaping organizational behavior and development. Each organization faced unique
challenges, but by implementing appropriate strategies, they were able to overcome
resistance and foster positive changes within their respective contexts.
Case Study 4: Implementation of a New Teaching Methodology

DepEd decided to implement a new teaching methodology across its schools to

improve student learning outcomes. The new methodology emphasized student-centered
learning and active participation. However, some teachers were resistant to the change due
to the unfamiliarity with the new approach and concerns about their ability to adapt.
 To address this, DepEd conducted comprehensive training programs, workshops,
and mentoring sessions to help teachers understand and implement the new methodology
effectively. They also created support networks and online communities where teachers
could share their experiences and seek guidance.

As a result, teachers gradually embraced the new approach, leading to improved

student engagement and academic performance.

Case Study 5: Restructuring of Regional Offices

DepEd decided to restructure its regional offices to enhance coordination and

efficiency. This involved centralizing certain functions, reallocating resources, and changing
reporting structures. However, the employees in the regional offices faced resistance to
change, as they were concerned about job security and the impact of the restructuring on
their roles.

To address these concerns, DepEd conducted town hall meetings, and one-on-one
sessions, and provided clear communication about the reasons behind the restructuring
and the benefits it would bring. They also offered retraining and upskilling opportunities to
ensure employees were equipped for the new roles.

Gradually, employees became more accepting of the changes, leading to improved

collaboration and streamlined operations.

Case Study 6: Enhancing Professional Development Opportunities

DepEd recognized the importance of continuous professional development for its

teachers and staff. They implemented a comprehensive program that included training
workshops, conferences, and online courses to enhance skills and knowledge. However,
there was initially limited participation and enthusiasm among some employees due to a
lack of awareness and perceived relevance of the programs.

To address this, DepEd increased communication and promoted the benefits of

professional development opportunities, highlighting how it could contribute to career
advancement and improved teaching practices. They also introduced incentives such as
certifications and recognition for completing training programs. These efforts resulted in
increased participation and a culture of continuous learning within DepEd.

These case studies illustrate the challenges and reactions to organizational behavior
and development within the Department of Education. By addressing resistance to change,
providing training and support, and promoting the benefits of new initiatives, DepEd was
able to foster positive changes in teaching methodologies, restructuring efforts, and
professional development opportunities, ultimately leading to improved educational
outcomes and employee satisfaction.

Case Study 7: Implementation of a Performance Appraisal System

 DepEd decided to implement a performance appraisal system to evaluate the
performance of its teachers and administrators. However, there was resistance from some
employees who perceived it as a punitive measure rather than a tool for professional
growth.

To address this, DepEd conducted extensive training sessions and workshops to

educate employees about the purpose and benefits of the appraisal system. They
emphasized its role in identifying areas for improvement, setting goals, and supporting
career development. Additionally, DepEd ensured transparency and fairness in the process
by establishing clear evaluation criteria and providing constructive feedback.

As a result, employees became more receptive to the system, leading to increased

accountability and improved performance.

Case Study 8: Strengthening Interdepartmental Collaboration

DepEd recognized the need for stronger collaboration between different departments
to enhance overall organizational effectiveness. However, there was a lack of
communication and cooperation among departments, resulting in silos and inefficiencies.

To address this, DepEd initiated cross-functional projects and task forces that
required collaboration between departments. They also organized team-building activities,
workshops, and brainstorming sessions to foster a sense of unity and shared goals. DepEd
established regular communication channels and promoted a culture of information sharing
and mutual support.

As a result, interdepartmental collaboration improved, leading to better coordination,

knowledge sharing, and streamlined processes.

Case Study 9: Enhancing Work-Life Balance for Teachers

DepEd noticed that many teachers were experiencing high levels of stress and
burnout due to heavy workloads and demanding schedules.

To address this issue, DepEd introduced policies and initiatives to enhance work-life
balance for teachers. They implemented flexible work arrangements, such as
telecommuting and compressed workweeks. DepEd also provided resources and support
for self-care and stress management, including wellness programs and counseling
services. The reactions were positive, as teachers felt valued and supported, resulting in
improved job satisfaction, reduced absenteeism, and increased motivation.

These case studies demonstrate how DepEd addressed organizational behavior and
development challenges by implementing effective strategies. By addressing resistance,
promoting collaboration, and prioritizing employee well-being, DepEd was able to foster a
positive work environment, enhance performance, and improve the overall effectiveness of
the organization.