Term Paper on "Organizational Behavior - Questions Self-Fulfilling"
Term Paper 5 pages (1408 words) Sources: 2
[EXCERPT] . . . .
Organizational Behavior - Case Study QuestionsSelf-fulfilling prophecy - There is ample evidence throughout this case study that the Container Store takes advantage of the theory of "self-fulfilling" prophecy, or the idea that what you expect will happen will if you put enough energy into your thoughts and actions (Wittke, 1994). In this case study, the Container Store fulfills their predictions that they will remain a leader in the industry by providing the best possible customer service to external (customers) and internal (employees) individuals. The store's managers predict an empowered workforce, one that allows employees to freely express their idealisms and expectations, is much more likely to commit to the organization in the long-term. This is certainly the case as the Container Store ranks #1 as a place to work among many a-list magazines including Fortune according to the case study.
Vroom's expectancy theory - This theory presents a measure of motivation that enables those involved to create expectations about the occurrences in the future. If we believe or expect something to happen so it will (Vroom, 1964). It combines the concepts of valence which is the individual's ideas about what the outcome will be and how it will affect them (Vroom 1964), the idea of instrumentality, meaning a belief that if someone completes X action they will achieve Y result (Vroom, 1964), and the ideal of expectancy, where one believes they have the capacity to carry out and fulfill the expectations placed on them (Vroom, 1964). The Container store adopts this model as it expects that "customers will immediately notice" the "great products and happy employees" that are available at t
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Extrinsic and intrinsic rewards - These terms refer to external rewards to employees for completing a job above and beyond the call of duty, and the internal motivations or rewards an employee receives by working with a specific company (Weiner, 1986; Wittke, 1994). The article states many tools are in place to externally and intrinsically motivate employees. Managers according to the article "have applied several theories of motivation to develop a culture where jobs are interesting." The store also works to engage employees in a way that prevents fear or risk taking or failure, because such actions may prove beneficial to the store and its employees (Wittke, 1994). The article also notes the company tends to adopt Maslow's theory of motivation which accounts for external and intrinsic rewards. For example, the company may provide the employees with greater wages which in turn satisfy the employee's "physiological needs" and then create an internal environment in which people are "emotionally secure" because the store focuses on creating an honest environment where integrity is upheld to the greatest extend possible.
Groupthink (Janis's term) - Ahlfinger & Esser (2001) apply Janis's model of groupthink, defining as according to Janis (1972) something that happens when a group makes the wrong decisions because there exists pressure within the group that do not allow moral and mental efficiency or judgment (9). The Container Store does not promote groupthink, as this would not allow the store to realize its true potential. If the store were to support groupthink, the employees working at the store would not share the empowered practices they currently engage in. The store works or operates in a more humanized manner and welcomes a culture that is capable of accepting individuals from all walks of life. Store employees are encouraged to engage with managers and other employees regardless of their status so no one group becomes "insulated" or protected from outside ideas or suggestions (Janis, 1972, p. 9).
High-performance team - the container store also adopts this philosophy. The Container Store's co-founder reveals this in the article stating "this recognition (of the store's #1 status) is a result of hiring great people." This habit is one of six principles the store adopts to help create a high-performance team oriented culture, which is more likely to result in improved motivation. If… READ MORE
Quoted Instructions for "Organizational Behavior - Questions Self-Fulfilling" Assignment:
“There are 10 concepts listed below from each chapter. If you have any difficulties with the concept, refer to the textbook. The textbook we are using is Organizational Behavior 7ed, ISBN: 007-322-4359.
1) Self-fulfilling prophecy
2) Vroom's expectancy theory
3) Extrinsic and intrinsic rewards
4) Groupthink (Janis's term)
5) High-performance team
6) Escalation of commitment
7) Personality conflicts
8) Formal and informal communication channels
9) Empowerment
10) Transformational leadership
After reading The Container Store case (faxed), apply those three questions (below) to each of the ten concepts.
1) How does The Container Store use the concept?
2) Why would they choose not to use the concept?
3) Suggest how they could use the concept if not already a part of their strategy.
For example, concept number one: Self-fulfilling prophecy. If the Container Store uses this concept, only answer question number one. If the Container Store doesn't use this concept, answer only question two and three. Same thing with the rest nine concepts.
Don't combine everything in one paper, answer each concept separate by numbering them. And also, please use 2 trusted external online sources besides the textbook, like .edu or .gov. (or you could use an online article or journal) to support answers. Cite them accordind to APA style. Thank you. *****
How to Reference "Organizational Behavior - Questions Self-Fulfilling" Term Paper in a Bibliography
“Organizational Behavior - Questions Self-Fulfilling.” A1-TermPaper.com, 2007, https://www.a1-termpaper.com/topics/essay/organizational-behavior-case-study/2628861. Accessed 6 Jul 2024.
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