Work at Resort Sunshine - Assignment Example

Sunshine Resort Name Institution Sunshine Resort Assignment One How different Isabella and Michael are from one another in their behaviour From the description provided, one thing is very clear; Michael and Isabella are quite different. While Isabella is an extrovert, Michael has been portrayed as a complete introvert. Isabella has been presented as an outgoing person. She finds pleasure in interacting with other staff members while working. From the case study is true that in most cases she solves problems she encounters using resources from other members. This explains why she is suitable for organizing staff social functions. Besides, it is very clear from the experience of how she feels when she misses out on celebrations like New Year’s Eve just because of the job. She feels unhappy just because she missed such celebration. Her character explains why she is in love with tour and travel jobs. According to Myers-Briggs, this describes the character of someone who is an extrovert. This is completely in contrary to the nature of her boss. Michael is a complete introvert. The way he undertakes duties and responsibilities under him is an illustration of this trait. He tries as much as he can to minimize his contacts with other members of staff. He prefers working when doors of his office are closed. This explains why in most cases he does not understand his staff. This is because he does not want to interact with them frequently. This is compounding problems at Sunshine Resort which has led to the decline in the level of returns. Michael has been described as someone who is emotionally unstable. He does not seem to have control over his feelings. Whenever he is amused, it is very easy for every staff to notice from far. He lets his anger take leadership of whatever he is doing at that particular time. This has been one of the contributors towards poor performance in the company. It has been caused by poor relationship with other members of staff. These have summed up to compound issues at Sunshine Resort. If only he was in a position to put his feelings under control, it would have been easier for him to mobilize other staff members to work towards the same course. On the other hand, Isabella on many occasion sounds like someone who is calm and self-confident. This is what gives her the ability to move on in pursuit of new challenges. This is because she believes in what she does. She is focused on accomplishing what she sets her eyes upon. According to Lencioni (2000), self-confidence gives birth to extraordinary leaders. Similarly, it is based on self-confidence that she desires a comprehensive and transparent performance appraisal. She values accountability and that is the reason she is always willing to take responsibilities for all she does. This may not be exactly what her boss, Michael would desire in his line of duty. Another aspect that sets Isabelle and Michael apart is honesty. In as much as both are committed to the achievement of the goals of the company, they seem to be using divergent means of attaining these objectives. The way Michael carries his responsibilities is depicted as a dishonest person. He easily takes advantage of customers on business mission to manipulate them. He overcharges them while giving the excuse that such a small amount is not noticeable. This act in itself, according to Bossidy, Charan & Burks (2002), this is unethical. He is, therefore not guided by integrity and that is why he acts in dishonest in the name of improving the revenues of the company. On the other hand, Isabelle is guided by integrity in all she does. She upholds integrity regardless of the pressure from her boss to perform in contrary to her stand. She chooses to be firm in spite of all these. Suitability of Michael to work at Resort Sunshine Much has been discussed about Michael in this case study. From that, is easier for one to conclude that he is not suitable to work in this company. Michael’s performance at this place is limited by hallo effect and stereotype. He believes that fresh graduates are only focused on collecting a pay-check at the end of the month without caring about their input. To him, all fresh graduates exhibit this particular trait. This stereotyping has directly influenced the way he relate with them. He is constantly harsh to them whenever they mess around. Similarly, basing on this, he has failed in motivating his juniors. According to reinforcement theory, Michael has failed in his duties (Schein, 2010). The theory postulates that positive behaviour must be reinforced through any form of encouragement. This is completely in contrary to what he does. He is only focused on the negative things that employees do by mistake in their jobs. This has frustrated the staff and it has led to a decline in the level of returns to the company. As if that is not enough, he has failed to execute the main managerial functions that his position demands. He has failed in the leading function since he is not a team player. He prefers to work alone in his office with the doors closed. This shows that he cannot afford to delegate some of the responsibilities whenever the need arises. Suitability of Isabelle In analysing the issue of Isabelle, we can look at it from two perspectives. Her motivation to achieve high results is commendable. She is a risk taker. She loves exploring new options and experiencing new challenges knowing that at the end of it, she would have learnt something. This is a desired virtue in this resort. Returns can only be realized when individual members get out of the box and try out new opportunities. Moreover, she sounds like a team player. This is a quality expected by any leader in any organization. It is one way through which one demonstrates his or her leadership role. This is based on the five functions of a manager. Therefore, most of the issues surrounding Isabelle are structural and may change with the restructuring of the organization. On the other hand Isabelle may not be suitable for working in this resort based on her level of job dissatisfaction. She says that the job she undertakes does not match with her academic qualification. The two major causes of her job dissatisfaction are work itself and salary. If this continues, the obvious indicators of job dissatisfaction like exit and neglect may result. Most of her expectations of how her job was supposed to be were never met. If most of these items are not supplied, it may be a waste keeping Isabelle in this job. Assignment Two Working Condition at Sunshine Resort Sunshine Resort is still to fully understand the importance of proper motivation of employees. There is a direct connection between the sense of motivation and the performance of any organization. According to Maslow’s hierarchy of needs, individuals have specific needs that have to be met for them to be satisfied in the organization (Griffin & Moorhead, 2011). The means used to satisfy these extra needs is motivation. This is seemingly lacking in this company. Currently, they do not have a compensation scheme that can carter for all employees’ needs. According to this case study, employees like Isabelle are dissatisfied because they are unable to attain self-actualization. She desires that some aspects of her job should be challenging enough for her to attain satisfaction. According to McClelland’s theory of needs, this affects employees drive to excel or achieve up to a certain level. The company must therefore put in place structures that necessitate the growth of employees. This may involve matching responsibilities with the level of qualifications so as to ensure the employee does not feel underutilized. According to Edwin Locke’s goal-setting theory, it is clear that Sunshine Resort has failed in setting specific goals and objectives. Lack of Management by Objectives (MBO) model has definitely affected achievement of goals in the organization. For this reason, there are no elaborate means of appraising employees. According to MBO, the organization is supposed to set goals, time frame and constant review of the progress. The best way of reviewing performance of a task is through evaluation of the person performing the task (Bauer, 2009). This company has failed in employee evaluation. What is left is confusion as employees do not understand whether they are growing or not. Performance evaluation helps employees realize their strengths and weaknesses. This therefore acts as a blueprint in assisting employees improves their service delivery. The absence of a well-designed performance evaluation program is one issue that is derailing the activities of the organization. If this trend continues, Sunshine Resort is likely to start experiencing high turnover rates. Exit from the company will be led by those employees who feel that their potential is being under-utilized. At the same time, the company uses an inequitable means of rewarding its employees. According to equity theory, there is a need to reward employees in proportionality with their work (Ellis, 2007). Failure to attain this will lead to demoralization of a group of employees. According to Equity theory, individual’s input and output should be in tandem with those of other employees in the same category. At the same time, it should be in proportion to those in different level. This is not the case at Sunshine Resort. The bonus earned based on good performance is shared among senior management alone. This is a sign of disparities witnessed in compensation and rewarding of employees in the company. This works to bring down the working morale of employees in this company. This could be one of the contributors towards poor performance witnessed in the company. Therefore, unless the company harmonizes the bonuses offered to employees, it may not go well with the company in the long-run. Many may be forced to leave the company based on the fact that there is a poor remuneration system. How to Improve Isabelle’s Job Satisfaction Issues surrounding Isabelle’s job dissatisfaction are within the control of the company. The company can adjust a number of approaches adopted in order to accommodate the needs of Isabelle. First, Isabelle must be offered responsibilities that challenge her. What has made Isabelle’s job boring is because she has been given responsibilities in the area she never trained in. For this reason, she hardly enjoys. Necessary programs that encourage employee involvement are very important. Isabelle will be a bit satisfied if some of the responsibilities of her boss are delegated to her on some occasions. The more one is engaged in higher responsibilities, the more one feels appreciated in the organization. This directly improves employees’ productivity and commitment to the organization. Another way of improving Isabelle’s job satisfaction is through instituting comprehensive employee evaluation programs. Isabelle, just like any other employee is quite interested in knowing how she is performing. This forms the basis of understanding the process and the need for reinforcement and reward. The two are the cornerstones of employee development and growth. The employee need to be corrected and punished where appropriate whenever they do not perform as required (Kotter, 1996). At the same time, they are supposed to be rewarded to encourage them whenever they perform exceptionally. Use of both positive and negative reinforcement approaches is only meant to encourage the desirable and discourage undesirable traits in the organization. According to the situation at Sunshine Resort, this can only be realized if appropriate performance appraisal system is put in place. The company is also supposed to review its model of issuing bonuses. The company must ensure that bonuses are issued proportionately to all employees. In as much as disparities are expected, these differences should be those that can be explained logically. The differences should be based on probably the quantity of input made towards the realization of good performance. There is no better way of encouraging all employees of this company, except being fair in issuing of bonuses of this nature. It makes every employee proud of their contribution towards the success of the company. They are motivated since when they realize that their efforts is recognized and appreciated. The same scenario is applicable to Isabelle. She was attracted to this organization because she was informed that it offers attractive bonuses to its employees whenever good performance has been realized. Therefore, correction of the situation will only be a dream comes true for Isabelle. References Bauer, T. (2009). Organizational Behaviour. New York: Flat World Knowledge, Inc. Bossidy, L., Charan, R. & Burk, C. (2002). Execution: The Discipline of Getting Things Done. New York: Crown Business. Bridges, W & Bridges, S. (2009). Managing Transition: Making the Most of Change. Philadelphia: Da Capo Lifelong Books. Ellis, S. (2007). Introduction to Organizational Behaviour. Berkshire: McGraw-Hill. French, R., Rayner, C., Rees, G. & Rumbles, S. (2009). Organizational Behaviour. New Jersey: John Wiley & Sons. Griffin, R. & Moorhead, G. (2011). Organizational Behaviour. Mason: South-Western College Pub Huczynski, A. (2006). Organizational Behaviour. New York: Financial Times Prentice Hall. Kotter, P. (1996). Leading Change. New York: Harvard University Press. Lencioni, P. (2000). The Four Obsessions of an Extraordinary Executive: A Leadership Fable. San Francisco: Jossy-Bass. Schein, E. (2010). Organizational Culture and Leadership (The Jossey-Bass Business . Management Series). San Francisco: Jossey-Bass Read More