Case Study 3.1 HY Dairies Inc.y7

Case Study 3.1 HY Dairies Inc.y7

Introduction

Rochelle Beauport being one of the few women working at the HY Diaries she had dreams of advancing the organization and she had promising employment in the organization. Rochelle Beauport had increased the offers at the company’s gourmet ice cream; due to this reason, she was offered a position by Syd Gilman as a research manager of the organization. She had greatly benefitted from her work at the gourmet ice cream, and her efforts qualified her the chance to qualify in the position offered by the vice president Syd Gilman. According to her, the position as research manager was as a showcasing position. She not the chance as a result of her great work, but she felt it was as a chance or favour since women in the organization did not much dominate the position. By the position, Rochelle felt that she was no longer necessary to the organization but as crucial as any other employees, which led her to feel reluctant. The vice president Syd Gilman did not truly understand he had given Rochell a wrong perception, and she stood up with a troublesome smile in a blink of an eye (Moon, Won-Moo Hur, & Sunghyup, 2019).

Review/Analysis of the Case

There are some inadequate means in the passing of information from the higher levels of management to the lower levels. Syd Gilman gave all the credit of the increased sales to Rochelle, who was the assistant brand manager at the time.

Major Facts

            There are several majors facts in the case study, which include; 1) Rochelle Beauport was upset with her change since she thought she sidelined due to her social identity. 2) Syd  Gilman, the vice president of the HY Diaries, had the power and the rights to offer promotions. 3) there was poor communication between the Syd Gilman and Rochelle. 4) Gilman did not perceive the wrong perception that Rochelle had (Shamoa-Nir, 2017).

Major Problem

            In this case study, several problems have been revealed in the study; 1) there is poor communication between the different levels of management. 2) there is a need for having a frequent meeting with the employees to keep them updated on the daily running of the organization. 3) there is an unfair distribution of chances in the organization; since Rochelle never had the expectations of rising to such a high position in the organization.

Possible Solutions/Alternatives

The possible solutions to the problems are as follows:

Solution 1. Disclosure model of self-awareness

Advantages. The advantage of this model lies ion its ability to check on the relationship between the employees and the employment relationship. The model is also known as Johari model due to its developers who combined their names joe and harry (Moon, Won-Moo Hur, & Sunghyup, 2019).

. The model trains on team development, intergroup relations, interpersonal relations, improving communications, and training on self-awareness. The Johari window generally is shown in four regions such as open area, blind area, unknown area and the hidden area. These areas clearly describe the relations that occur in an organization.

Disadvantages.  The disadvantage facing this model is the level of openness it recommends. Some things are better if just known by a few people within the organization. Some sensitive information may lead the employees losing faith in the organization hence losing the sense of belonging. Some people have, or cultures have different ways of approaching issues and feedback. Some people may not be willing to receive every detail, while others may be willing.  In an open sharing of information; information may spread to the unintended audience, and negatively used against the decoder. In an organization, different people with different styles of perception exist, by which some people may take personal feedback offensively.

Solution 2. Human Resource Management.

Advantages.  Through the Human Resource Management employees get the chance to express their comfort and discomfort experienced in the organization. The body closely monitors the working of each employee. By this case, it would have been easy to identify that Rochelle Beauport could not work better in the role of market research coordinator. When employees are working in the places where they are fit to work, their performance maximized. Group dynamics are much improved in the areas where someone feels a sense of belonging. Through the human resource analysis of the work and performance of each employee is closely analyzed and suggestions made to the respective management on who deserves promotion and who does not (Shamoa-Nir, 2017).

Disadvantages. There are no disadvantages to this solution.

Solution 3. Checking on the foundations of employees motivation

Employee motivation is an excellent factor in organizational behaviour. It can be improved through the active engagement of the employees. Members of the organization who are not actively engaged tend to be disruptive at work and less focused on their roles (Warner, 2009). The needs of the employees need to be looked upon closely; in an organization where needs are properly looked into and handled tend to make better decisions, and behaviour improvement is experienced.

In the case study, the management needs to consider motivation on the employees. Motivation among the employees helps in boosting their self-esteem and the sense of belongingness. Equal treatment of among the employees could greatly help Rochelle to raise her expectations of hoping one day to settle on such a high position in the organization.

Disadvantages. There are no disadvantages to this solution.

Choice and Rationale

Through the above-provided solutions disclosure model of self-awareness has several disadvantages that may lead to the failure of the organizational behaviour (Moon, Won-Moo Hur, & Sunghyup, 2019). Proper coordination within the human resource management and checking on the foundations of employees foundation are the best routes to take for an effective running HY Dairies and other organizations.

Implementation/The Action Plan

            As a consultant, I would discourage the immediate promotion Rochelle Beauport from the sales of Hy’s gourmet ice cream to a field that she had little knowledge of. I would recommend different metrics to increase employees salaries to be put in place to help employees to increase their productivity at the same level and still receive higher pay. Experience leads to better performance in a place of work. I would recommend coordination of the HRM to coordinate with the organizations’ management to ensure the creation of a platform where employees can freely share their likes, dislikes and abilities. The information shared in the platform can be greatly used to analyze in creating working groups to ensure the productivity of each group. The organization’s management should come up with programs that motivate employees and keep their spirit high.