Chapter 1 Organizational Behavior and Opportunity In This Chapter, You’ll Find: Chapter Overview Learning Outcomes Key Terms PowerPoint Guide Review Questions and Answers Discussion and Communication Questions and Suggested Answers Ethical Dilemma Self-Assessments—What about You? Issues in Diversity Experiential Exercises Additional Examples Case Study and Suggested Responses: Facebook: Opportunities, Problems, and Ambitions Video: Profile on Holden Outerwear Managing in a Global Environment Student handouts: Ethical Dilemma What About You?: Analyze Your Perceptions of Change Issues in Diversity: Women Triumph in Times of Recession—Really? Experiential Exercise: What’s Changing at Work Experiential Exercise: My Absolute Worst Job Case Study: Facebook: Opportunities, Problems, and Ambitions Chapter Overview This chapter provides an introduction to the subject of organizational behavior. It begins by providing an overview of human behavior in organizations and the interdisciplinary influences on that behavior. Next, it describes behavior in changing times. Third, it discusses the organizational context in which behavior occurs and the open systems view of organizations. This is followed by a discussion on formal and informal organizations. Next, it describes the diversity of organizations and the opportunities that arise in times of change. The chapter closes with a discussion of the different ways that people learn about organizational behavior. Learning Outcomes After reading this chapter, students should be able to do the following: 1. Define organizational behavior. Answer: People can define organizational behavior as the study of individual behavior and group dynamics in organizations. The study of organizational behavior is primarily concerned with the psychosocial, interpersonal, and behavioral dynamics in organizations. However, organizational variables that affect human behavior at work are also relevant to the study of organizational behavior. Organizational behavior is a blended discipline that has grown out of contributions from numerous earlier fields of study. The sciences of psychology, sociology, engineering, anthropology, management, and medicine have all contributed to our understanding of human behavior in organizations. 2. Identify four action steps for responding positively in times of change. Answer: Early research of individuals and organizations in the midst of environmental change found that people often experience change as a threat and respond by relying on well-learned and dominant forms of behavior. That is, people often become rigid and reactive in the midst of change, rather than open and responsive. This behavior works well in the face of gradual, incremental change. However, rigid and well-learned behavior may be a counterproductive response to significant change, such as outsourcing. Eric Brown, CEO of Johnson Products Company, Inc., recommends looking for the positive opportunities in change and viewing challenge as a good rather than bad experience. His action steps for adapting to change are as follows: •Have a positive attitude •Ask questions •Listen to the answers •Be committed to success 3. Identify the important system components of an organization. Answer: Organizations are open systems of interacting components, including people, tasks, technology, and structure. These internal components also interact with components in the organization’s task environment. In addition to these major internal components, the organization as a system has an external task environment composed of different constituents such as suppliers, customers, and federal regulators. The organization system works by taking inputs, converting them into throughputs, and delivering outputs to its task environment. 4. Describe the formal and informal elements of an organization. Answer: The open systems view of organizations suggests that they are designed like clockwork, with a neat, precise, interrelated functioning. The formal organization is the official, legitimate, and most visible part of the organization, and this is the part that enables people to think of organizations in logical and rational ways. The snake pit metaphor originates from the study of the informal organization, which is unofficial and less visible. The informal elements of the organization are often points of diagnostic and intervention activities in organizational development, though the formal elements must always be considered because they provide the context for the informal. 5. Identify factors that contribute to the diversity of organizations in the economy. Answer: Most attempts to explain or predict organizational behavior rely heavily on factors within the organization and give less weight to external environmental considerations. Yet organizational behavior always occurs in the context of a specific organizational setting, so students can benefit from being sensitive to that industrial context and from developing an appreciation for the diversity of various organizations. Large and small organizations operate in each sector of the economy: the private, manufacturing, service, government, and nonprofit sectors. 6. Describe the opportunities that change creates for organizational behavior. Answer: Global competition, which is a leading force driving change at work, has increased significantly during the past few decades, especially in industries such as banking, finance, and air transportation. Corporate competition creates performance and cost pressures, changes that have a ripple effect on people and their behavior at work. Furthermore, although competition may lead to downsizing and restructuring, it also provides the opportunity for revitalization. Too much change, however, leads to chaos, and too little change leads to stagnation. Global competition has challenged organizations to become more customer focused, to meet changing product and service demands, and to exceed customers’ expectations of high quality. Quality has the potential to give organizations in viable industries a competitive edge against international competition. Quality has become a rubric for products and services of high status. Quality improvement enhances the probability of organizational success in increasingly competitive industries. Organizations that do not respond to customer needs find their customers choosing alternative product and service suppliers who are willing to exceed customer expectations. Over and above the challenge of quality improvement to meet international competition, managing organizational behavior during changing times is challenging for at least three other reasons: •The increasing globalization of organizations’ operating territory •The increasing diversity of organizational workforces •The continuing demand for higher levels of moral and ethical behavior at work 7. Demonstrate the value of objective knowledge and skill development in the study of organizational behavior. Answer: The study of organizational behavior is based on scientific knowledge and applied practice. It involves abstract ideas, such as valence and expectancy in motivation, as well as concrete matters, such as observable behaviors and medical symptoms of distress at work. Therefore, learning about organizational behavior includes at least three activities that are as follows: •The science of organizational behavior requires the mastery of a certain body of objective knowledge. Objective knowledge results from research, experimentation, and scientific observation. •The practice of organizational behavior requires skill development based on knowledge and an understanding of oneself in order to master the abilities essential to success. •Both objective knowledge and skill development must be applied in real-world settings. Although organizational behavior is an applied discipline, students are not “trained” in organizational behavior. Rather, they are “educated” in organizational behavior and are coproducers in learning. Key Terms Opportunities (p. 3) Change (p. 3) Challenge (p. 3) Organizational behavior (p. 3) Psychology (p. 4) Sociology (p. 4) Engineering (p. 4) Anthropology (p. 4) Management (p. 4) Medicine (p. 4) Task (p. 6) People (p. 6) Technology (p. 6) Structure (p. 6) Formal organization (p. 7) Informal organization (p. 7) Hawthorne studies (p. 7) Objective knowledge (p. 12) Skill development (p. 12) PowerPoint Guide Slide 2–3—Learning Outcomes LO1: Define organizational behavior. Slide 3—LO – 1.1 Slide 4—Organizational Behavior Slide 5—Models of Human Behavior: External and Internal Perspective Slide 6—Interdisciplinary Influences on Organizational Behavior LO2: Identify four action steps for responding positively in times of change. Slide 7—LO – 1.2 Slide 8—Steps for Adapting to Change LO3: Identify the important system components of an organization. Slide 9—LO – 1.3 Slide 10—Figure 1.1: An Open Systems View of Organization LO4: Describe the formal and informal elements of an organization. Slide 11—LO – 1.4 Slide 12—Formal and Informal Organization Slide 13—Formal and Informal Elements of Organizations LO5: Identify factors that contribute to the diversity of organizations in the economy. Slide 14—LO – 1.5 Slide 15—Sectors of the U.S. Economy LO6: Describe the opportunities that change creates for organizational behavior. Slide 16—LO – 1.6 Slide 17—Impact of Global Competition on Business Slide 18—Key Questions in Evaluating Quality-Improvement Ideas Slide 19—Six Sigma Slide 20—Table 1.1: Contrasting Six Sigma and Total Quality Management Slide 21—Seven Categories in Malcom Baldridge National Quality Award Examination Slide 22—Challenges to Managing Organizational Behavior LO7: Demonstrate the value of objective knowledge and skill development in the study of organizational behavior. Slide 23—LO – 1.7 Slide 24—Figure 1.3: Learning about Organizational Behavior Slide 25—Learning about Organizational Behavior Slide 26—Learning from Structured Activity Slide 27—Holden Outerwear Key Terms Slide 28—Key Terms Summary Slides 29-30—Summary Review Questions and Answers 1. Define organizational behavior. What is its focus? Answer: Organizational behavior is the study of individual behavior and group dynamics in organizations. The study of organizational behavior is primarily concerned with the psychosocial, interpersonal, and behavioral dynamics in organizations. However, organizational variables that affect human behavior at work are also relevant to the study of organizational behavior. These organizational variables include jobs, the design of work, communication, performance appraisal, organizational design, and organizational structure. 2. Identify the four action steps for responding positively to change. Answer: The four action steps for responding positively to change are as follows: •Have a positive attitude •Ask questions •Listen to the answers •Be committed to success 3. What is an organization? What are its four system components? Give an example of each. Answer: An organization is an open system of interacting components. The four components that make up the systems framework are people (e.g., employees), tasks (e.g., mission, purpose, etc.), technology (e.g., tools and knowledge), and structure (e.g., work design, organizational design). 4. Briefly describe the elements of the formal and informal organization. Give examples of each. Answer: The formal organization is the official, legitimate, and most visible part of the organization, and this is the part that enables people to think of organizations in logical and rational ways. The formal elements of an organization are goals and objectives, policies and procedures, job descriptions, financial resources, authority structures, communication channels, and products and services. The informal organization is the unofficial and less visible part of the system. The informal elements are beliefs and assumptions, perceptions and attitudes, values, feelings, group norms, and informal leaders. 5. Describe how competition and total quality are affecting organizational behavior. Why is managing organizational behavior in changing times challenging? Answer: Global competition, which is a leading force driving change at work, has increased significantly during the past few decades, especially in banking, finance, and air transportation. Corporate competition creates performance and cost pressures, changes that have a ripple effect on people and their behavior at work. Furthermore, although competition may lead to downsizing and restructuring, it also provides the opportunity for revitalization. Product and service quality are the major ways that companies can win in a competitive environment. Too much change, however, leads to chaos, and too little change leads to stagnation. Global competition has challenged organizations to become more customer focused, to meet changing product and service demands, and to exceed customers’ expectations of high quality. Quality has the potential to give organizations in viable industries a competitive edge against international competition. Quality has become a rubric for products and services of high status. Quality improvement enhances the probability of organizational success in increasingly competitive industries. Managing organizational behavior during changing times is challenging for at least three other reasons: •The increasing globalization of organizations’ operating territory •The increasing diversity of organizational workforces •The continuing demand for higher levels of moral and ethical behavior at work Discussion and Communication Questions and Suggested Answers 1. How do the formal aspects of your work environment affect you? What informal aspects of your work environment are important? Answer: Students’ answers will vary. Students without work experience may prefer to examine their university’s formal and informal environmental factors. The formal aspects of the university’s environment could include the university bulletin, specific requirements for graduation, and enrollment procedures. Informal aspects of the university’s environment could include the power that the student association has on campus, dress norms, and the relationship between students and faculty. Formal aspects like structured schedules and clear guidelines help me stay organized and responsive, ensuring efficiency in tasks. Informally, the collaborative and supportive tone of interactions enriches my output, making exchanges more engaging and effective. Both elements are crucial in shaping a productive and positive work experience. 2. What is the biggest competitive challenge or change facing the businesses in your industry today? Will that be different in the next five years? Answer: Students’ answers will vary. Students without work experience may wish to consider the university setting to consider competitive challenges. This list may have items like tuition, work versus advanced education, job opportunities, or the status of similar universities. Students with work experience may cite the need to change careers as a reason for returning to complete their undergraduate degrees. This exemplifies the competitiveness of all environments and shows how rapidly individuals must change to remain competitive. Many students returning to school may have considerable experience in “downsizing.” All businesses face issues regarding increased competition, locally, nationally, and internationally. Most organizations are dealing with potential ramifications of NAFTA agreements as well as changes in the concepts of loyalty and long-term commitments. As the change continues to solidify, from a manufacturing society to an information society, the next five years will see the workforce continue to vary, with greater variety in jobs and careers than in any previous generation. The biggest challenge today is adapting to rapid technological advancements and integrating AI effectively. As technology continues to evolve, businesses will need to stay ahead of trends and continually update their strategies. In the next five years, this challenge may shift towards addressing ethical concerns and managing the implications of increasingly sophisticated AI systems. 3. Describe the next chief executive of your company and what she or he must do to succeed. Answer: Students’ answers may vary. Students may prefer to discuss the university president or dean of the college if they do not have work experience. One of the discussions that could follow might correlate with current terminologies that have become popular, such as visionary leaders, empowered workforces, and teamwork. Successful leaders will also need to recognize and understand the impacts of global competition and economic changes, the need to focus on quality, the importance of a diverse workforce, and the challenge of managing change. The next chief executive should be a visionary leader with a deep understanding of emerging technologies and industry trends. They must prioritize innovation while fostering a collaborative and adaptive culture. Success will hinge on their ability to navigate rapid change, drive strategic growth, and inspire the organization to embrace future opportunities. 4. Discuss two ways people learn about organizational behavior. Answer: Learning about organizational behavior requires mastery of objective knowledge, which results from research, experimentation, and scientific observation. Objective knowledge can be learned through training. In addition, it requires skill development, which is the mastery of abilities that are essential to successful functioning in organizations. Skill development is best accomplished through experiential learning. It may be important to point out that taking one approach exclusively is only half a solution to solving a problem. People learn about organizational behavior through academic study, such as business and psychology courses that cover theories and case studies. Additionally, experiential learning, like observing and participating in real-world work environments, provides practical insights into behavior and dynamics within organizations. Both methods offer valuable perspectives on how to manage and lead effectively. 5. Have students prepare a memo about an organizational change occurring where they work or in the college or university, using Figure 1.1 to identify how the change is affecting the people, structure, task, and/or technology of the organization. Answer: Students’ answers will vary. This is a good opportunity for students to practice writing in a concise, to the point style. Be sure that students consider different aspects of people, such as structure, task, and technology as they develop the memo. To: [Recipient] Subject: Impact of Organizational Change on [Department/University] The recent shift to remote learning has significantly impacted our university's structure, with faculty adapting to new technology and online platforms. This change affects people by requiring new skill sets and alters tasks by redefining how coursework is delivered and assessed. The structure has become more flexible, fostering a more decentralized approach, while technology integration is crucial for maintaining academic standards. Best, [Your Name] 6. Develop an oral presentation about the changes and challenges facing your college or university based on an interview with a faculty member or administrator. Be prepared to describe the changes and challenges. Are these good or bad changes? Why? Answer: Students’ answers may vary. Use this as an opportunity to work on oral presentation skills as well as to learn more about changes and challenges facing organizations. Encourage students to give each other feedback on the presentation as well as the content of the presentation. Students may compare and contrast the views of faculty and administrators. They may also discuss why similarities and differences exist in each group’s view of changes and challenges. In my presentation, I'll discuss recent changes at our university, such as the shift to hybrid learning models and increased emphasis on digital tools. According to an interview with a faculty member, these changes aim to enhance flexibility and accessibility. However, they pose challenges like the need for updated training and technology. While these changes are largely positive in expanding opportunities, they require careful management to ensure equity and effectiveness. 7. Have students research a service or manufacturing company, entrepreneurial venture, or nonprofit organization of their choice and then prepare a brief description of it. Answer: Students’ answers may vary. Students may discuss in class the similarities and differences they found between different service, manufacturing, entrepreneurial, or nonprofit organizations. Students should select a company or organization and research its core operations, mission, and impact. For example, they might choose a tech startup like "EcoTech," which focuses on sustainable energy solutions. Their brief description should cover the company’s innovative approach to green technology, its target market, and its role in promoting environmental sustainability. Ethical Dilemma The purpose of the Ethical Dilemmas is to encourage students to develop their awareness of ethical issues in the workplace and the managerial challenges they present. The dilemmas are set up to present situations in which there is no clear ethical choice. The goal of the instructors is to guide their students through the process of analyzing the situation and examining possible alternative solutions. There are no “right” answers to the questions at the end of each scenario but only opportunities to explore alternatives, and these answers can generate discussions among students and instructors on the appropriateness of each alternative. The student portion of the activity is provided at the end of this chapter guide. In order to address the Ethical Dilemmas, a brief discussion of the referenced ethical theories is necessary. These theories are discussed in more detail in Chapter 2 of the textbook. Consequential Theories of Ethics Consequential theories of ethics emphasize the consequences or results of behavior. John Stuart Mill’s utilitarianism, a well-known consequential theory, suggests that the consequences of an action determine whether it is right or wrong. Good is the ultimate moral value, and good effects should be maximized for the greatest number of people. However, right actions do not always produce good consequences, and good consequences do not always follow right actions. And, using the greatest-number criterion may mean that minorities (less than 50 percent) are excluded in evaluating the morality of actions. An issue that matters to a minority but not to the majority might be ignored. These are two of the dilemmas raised by utilitarianism. Consequentialists look beyond self-interest to consider impartially the interests of all persons affected by an action. Consequentialists recognize that trade-offs exist in decision making. Consequential theory is concerned with making decisions that maximize net benefits and minimize overall harms for all stakeholders. Rule-Based Theories of Ethics Rule-based theories of ethics emphasize the character of the act itself, not its effects, in arriving at universal moral rights and wrongs. Moral rights, the basis for legal rights, are associated with such theories. Immanuel Kant worked toward the ultimate moral principle in formulating his categorical imperative, a universal standard of behavior. Kant argued that individuals should be treated with respect and dignity and that they should not be used as a means to an end. He argued that one should put himself or herself in the other person’s position and ask whether he or she would make the same decision if he or she were in that person’s situation. An example of a moral rule might be the widely-known admonishment to “Do unto others as you would have them do unto you.” Rules bind one to duty and observing the rule is paramount even if it leads to negative consequences for those affected by the decision. Character Theories of Ethics Virtue ethics, of which character theories of ethics are a type, offer an alternative to understanding behavior in terms of self-interest or rules. Character theories of ethics emphasize the character of the individual and the intent of the actor instead of the character of the act itself or its consequences. These virtue-ethics theories are based on Aristotle’s view of ethics, which focused on an individual’s inner character and virtuousness rather than on outward behavior. Thus, the good person who acted out of virtuous and right intentions was one with integrity and ultimately good ethical standards. Robert Solomon is the best known advocate of this Aristotelian approach to business ethics. He advocates a business ethics theory centered on the individual within the corporation, emphasizing personal virtues as well as corporate roles. Judgment is exercised not through a set of rules, but as a result of possessing the character traits, or virtues that enable choices to be made about what is good and holding in check desires for something other than what will help to achieve this goal. The focus is on acting due to right intentions; that is, because one is deeply and thoroughly disposed to act from a desirable character trait rather than on the acts themselves (rules-based) or the outcomes of the actions (consequential theory). 1. Using consequential, rule-based, and character theories, evaluate Melissa and Brian’s options. Answer: Consequential Theory Going ahead with their strategic plan will allow Melissa and Brian to establish a presence in the Chinese market and make their online and technology services available to the Chinese public as well, thus providing a good outcome to a very large constituency. Withholding their services would deprive that constituency of an important good. The idea that “if they don’t offer the services someone else will” is irrelevant to the extent that the ethical decision to be made involves the outcomes of their actions, not the actions of someone else. In other words, if they fail to provide the services, thus depriving the Chinese people of an important benefit, they will have acted unethically regardless of whether someone else offers the services at a later time. Rule-Based Theory Rule-based ethics focuses on the rightness of the act itself rather than its consequences or the intentions of the actor. In this case, the decision may differ depending on the rule Melissa and Brian choose to observe. If the rule is to advance the welfare of society, going ahead with their strategic plan would help the Chinese people achieve greater technological parity with other advanced nations. If the rule is to protect the people from government censorship, staying true to their stated values would prevent their technology from being used to filter the people’s access to the Internet. Character Theory According to the character theory, Melissa and Brian should remain true to their stated values by focusing on the intentions of the actors. These values are deeply held, as they envisioned professional values of corporate social responsibility when the company was first conceived. The possibility of contributing to government censorship of the Internet would not be viewed as socially responsible and would preclude them from going ahead with their strategic plan. 2. What should Melissa and Brian do? Why? Answer: The answer to this question depends on the ethical theory to which one subscribes. One point of view is that if Melissa and Brian don’t remain true to their stated values, in particular, their mission statement concerning the freedom to obtain knowledge, they will have violated the essence of their company as being socially responsible. Given what they have learned from Henry about Internet regulation in China, they should forego the Chinese market and focus on expanding in less heavily regulated markets. Melissa and Brian should focus on acting from their core virtues and ethical intentions, rather than merely following rules or seeking specific outcomes. By aligning their actions with their personal integrity and moral character, they will make decisions that reflect true ethical standards and contribute positively to their environment. Self-Assessments—What about You? 1.1 Analyze Your Perceptions of Change People perceive change differently. Students should think of change situations they are currently experiencing. These changes can be any business, school-related, or personal experiences that require a significant change in attitude or behavior. Students should then rate their feelings about the changes using the scale provided in the exercise. Once the ratings are completed, students can be put in small groups to discuss the differences and similarities in their experiences. Small group discussions can be followed by a discussion among the entire class about how students’ perceptions of change will affect them, given the rapidly changing nature of the business environment they will enter after graduation. The student portion of the activity is provided on a handout at the end of this chapter guide. 1.2 Learning Style Inventory This exercise is designed to help students understand their individual learning styles better by identifying the extent to which they prefer visual, auditory, and tactile learning activities. There are two immediate and practical benefits of this exercise. First, students can identify the ways in which they prefer to learn, giving them greater insight into which learning activities will require greater focus and which ones will be more inherently enjoyable for them. Second, the information provided by this exercise can be of great help to instructors in structuring course activities so that they better match students’ learning preferences and so that all students’ preferences can be addressed using a variety of teaching methods. A general discussion of how the variety of methods used to stimulate learning of course material (e.g., lectures, video presentations, case analyses, role-plays, and other experiential exercises) may facilitate learning for individuals with different learning styles might be a useful introduction to this exercise. The student portion of the activity is on the review card in the student edition of ORGB. Issues in Diversity Women Triumph in Times of Recession—Really? American women are finally in a position to surpass men in the workforce, but it took an economic recession for them to do it. The layoffs and plant closures experienced in the manufacturing and construction industries have hit working men terribly hard. Some estimate that 82 percent of the job losses during the recession have occurred for men. Why the difference? Women tend to hold jobs in “safer” recession-proof industries like healthcare and education. Women’s increased representation in the workforce should be a cause for celebration. However, several issues loom beneath the surface that stand to dampen the festivities. And while the proportion of women in the workforce may have surpassed that of men, their salaries have not. 1. Do you believe an extended recession could completely change gender roles in the United States? Explain. Answer: While an extended recession would likely increase the proportion of women in the workforce to a greater extent, at least temporarily, a large percentage of the men who have been affected by the recession will begin to find their way back into the workforce over time. Moreover, though social mores were somewhat less tolerant at the time of the Great Depression and World Wars I and II, the fact that a large number of men were absent from the workforce did not permanently change gender roles in any significant way. The changes taking place during the current recession may be more a result of social changes over the past 40 or so years than a direct outcome of the current recession. While it may be true that men have disproportionately lost jobs because of the recession, women have been steadily moving into jobs traditionally held by men as well as moving into higher-level management positions for several decades. Additionally, there is no indication that the number of men who are taking on the role of primary caregiver for children and primary homemaker has significantly increased in conjunction with the present recession. 2. Do companies have a responsibility to raise women’s salaries to accommodate their roles as primary breadwinners? Why or why not? Answer: Companies have no responsibility to raise women’s salaries to accommodate any change in role that may have occurred. However, companies do have a legal requirement to pay women salaries that are equal to men’s salaries in similar positions. The Equal Pay Act of 1963 initially established this legal requirement, and the Lilly Ledbetter Fair Pay Restoration Act of 2009 strengthened the requirement by removing the requirement for women to file a pay discrimination claim within 180 days of their first unfair pay check. Experiential Exercises 1.1 What’s Changing at Work? This exercise enlightens students about the changes occurring in organizations. Instructors should encourage teams to question each other about the legitimacy of the changes identified. A debate could be set up to generate discussion about whether specific changes are good or bad. Students should consider both the good and the bad impacts of a particular change. The student portion of the activity is provided on a handout at the end of this chapter guide. 1.2 My Absolute Worst Job Purpose: To become acquainted with fellow classmates. Group size: Any number of groups of two. The student portion of the activity is provided on a handout at the end of this chapter guide. Occasionally a student will reveal proprietary information about a company. It might be wise to preface the discussion by suggesting that students describe the type of job rather than mentioning the name of the company. There are many humorous and bonding examples that have come from this exercise. Instructors might want to tell their students that there have been a variety of answers. Two of the more extreme were as follows: •Digging cemetery plots in August in St. Louis. (No explanation was needed why this was not a “good” job.) •On the committee for a state’s inaugural ball, where the governor did not show up until 2:00 a.m. These are good examples to illustrate that stress is related to behavior and organizational factors, not just the type of job that an individual fulfills. Students may also benefit from a discussion of elitism during the de-briefing of this exercise. Students need to be reminded that although they personally may not want to work at McDonald’s as a career, there are people who plan on making that organization their career. We need to understand why other people may find what one may think of as the “worst job” to be their ideal job. Students may see some positions as “inherently worst jobs.” Instructors should be sure to clarify that some individuals may take positions to fulfill financial obligations, and find their personal fulfillment through other means. The fact that they do not wish to “self-actualize” at work does not necessarily mean that they are not productive, valuable organizational members. Not all students will have work experience. A large number of international students may have little work experience because they go directly from secondary schools to college. Some allowances may need to be made for these students so they do not feel like they are “in the wrong class because they are inexperienced.” They could contribute by mentioning a job they would least likely do and why they would not want to have this position. 1.3 Creating a Quality Learning Environment The exercise will give students the opportunity to discuss the elements of a quality learning environment. The basic question their group will need to answer first is whether good education provides a service or produces a product. Once they have made that decision, they will be able to address the questions in Step 2 of the exercise. Step 1. Instructors should divide students into groups of approximately six members each. Each group should elect a spokesperson and answer the following question: Does education provide a service or produce a product? The spokesperson should be prepared to explain the group’s answer to this basic question during the cross-team exchange. Step 2. Each group should generate answers to the following questions. A group should spend approximately five minutes on each question and make sure that each person has made a contribution to the group’s response. The spokesperson for each group should be ready to share the group’s collective responses to the three questions. a. What are the important characteristics of a high-quality learning environment? Members should focus on the physical, social, and psychological characteristics of the environment as well as on behaviors of the students and instructor. A high-quality learning environment is characterized by clarity, engagement, supportive interactions, accessibility, and adaptability to diverse learning needs. b. What format results in the best learning? Members should decide if lectures, debates, discussion, role-playing, and group activities need to be included and in what proportions. The best learning format typically involves active engagement, practical application, and a mix of visual, auditory, and kinesthetic elements. c. What problems or obstacles have you encountered previously in a high-quality learning environment? These may be related to the subject matter, evaluation processes, workload expectations, or other aspects of the classroom environment. Common obstacles include lack of engagement, inadequate resources, and insufficient feedback. Step 3. Each group should share the results of its answers to the questions in Steps 1 and 2. This will be followed by cross-team questions and discussion. Step 4. The instructor may answer questions for a few minutes at the end of the class about his or her thoughts about the course, professional background, and experience. Additional Examples A Strong, Positive Attitude towards Change A recent study focused on the dynamic and changing nature of organizations. There are a number of variables found to be associated with organizational changes that serve as mediators of outcomes of the change process. Not all changes result in good outcomes and not all change results in bad outcomes. What makes the difference? This study examined three variables that might affect the attitudes of 258 police officers toward a change aimed at restructuring the organizational design. The three variables were locus of control, growth need strength, and internal work motivation. Locus of control concerns one’s personal beliefs about how much self-control one has versus how much control is due to chance or events in the environment. Growth need strength assesses how much a person needs to experience work as stimulating and challenging. Internal work motivation assesses one’s self-initiative and personal drive. These three variables influence one’s attitude toward change, which may be positive, as in looking forward to change, or weak, as in not looking forward to change. All these influence organizational commitment following the change. The results found that strong, positive attitudes toward change led to higher levels of organizational commitment as well as more successful implementation of change initiatives. The practical implications of this study suggest that employees with strong, positive attitude toward change work to ensure that a change initiative is successful. On the other hand, employees with weak attitudes toward change are likely to resist and potentially sabotage a change initiative. Source: S. M. Elias, “Employee Commitment in Times of Change: Assessing the Importance of Attitudes Toward Organizational Change,” Journal of Management 35 (2009): 37–55 McDonald’s Learns from Different Countries American corporations typically do things the American way as they globalize and extend their reach into all parts of the world. The process of standardization is a uniquely American way of business since the advent of the Model T by Henry Ford. McDonald’s has shown that it does not have to be that way. Instead of the Big Mac, the really successful Big Tasty was invented in Germany and launched in Sweden. France has the Croque McDo, which is ham and Swiss cheese on toast. The Netherlands has the McKroket—a deep-fried beef patty, and other countries have their own unique McDonald’s specialties. McDonald’s current global success is being achieved through accommodation, not through domination. An Ethics Czar For President Obama—Will You Take The Job? Early in his administration, President Obama appointed an impressive array of policy leaders to tackle the county’s ever-mounting social and economic problems. Tough times call for creative solutions and so the president looked to the best and the brightest to help lead the nation. Rather than federalizing, the government could outsource the job and make every American personally responsible for ethics and integrity. The Code of Conduct for those who accept the responsibility includes the following items: •Lead by example •Praise generously •Criticize to build up, not tear down •Be kind, unwind •Punish fairly •If it is to be, it is up to thee Case Study and Suggested Responses Facebook: Opportunities, Problems, and Ambitions Linkage of Case to Chapter Material Facebook, led by Mark Zuckerberg, has been at the center of transforming how the world communicates, and it has experienced phenomenal growth since its founding in 2004. According to one observer, “2010 was the year that Facebook firmly established itself as a major force not only in social network advertising but all of online advertising. In 2011, its global presence is something multinational advertisers can’t ignore.” Facebook has enjoyed an explosion of opportunities but not without encountering some thorny problems. This case focuses on Facebook use of members’ personal information to generate advertising revenue and fostering business opportunities. Use of members’ information brings up concerns about the privacy of personal information and the policy that Facebook has in place to protect members’ privacy. Although Facebook has made some progress in ensuring information privacy, critics maintain that much more progress is needed. In light of these critics’ ongoing concerns, Mark Zuckerberg’s ambition to connect the entire world on Facebook can be very disturbing. A key element of Chapter 1 is the notion that change creates opportunities. Change occurs in many wayswithin the organization itself and within the organization’s environment, in small ways and large ways, in incremental ways and in transformational ways, and so forth. All of these changes can create opportunities, some of which could lead to completely new businesses. It is within the context of the changes that have been fostered by the growth of social networking websites that this case is related to the content of Chapter 1. Suggested Answers to Discussion Questions 1. How does Facebook’s privacy management of users’ personal information affect the behavior of Facebook patrons? Answer: According to the case, “Facebook generates most of its revenue from targeted advertisements based on users’ demography and interests, so the more data users share publicly the more money it can mint from ads.” Facebook has built its vast reservoir of user data on the back of a privacy policy that is none too friendly to the social network’s users. Indeed, some privacy critics suggest that Facebook’s privacy policy is little more than a shamsomething designed to obscure the social networking site’s real motivation regarding the protection of users’ personal data. Facebook “assumes you want to share as much data as possible; if not, you have to change the settings, which can be a fiddly business. The presumption should be exactly the opposite—the default should be tight privacy controls, which users may then loosen if they choose.” As a partial response to this privacy criticism, Facebook instituted a Groups feature and a Places feature. Yet, these features still have privacy loopholes in them. The Groups feature allows friends to add users to groups on their behalf. The Places feature gives online friends the ability to check someone into a place without that person’s permission. Even with Facebook’s revision of its privacy management policy and privacy control mechanisms, users are still open to having their personal information accessed and used without their express permission. Consequently, Facebook users need to protect themselves against being exploited in any way. Facebook users need to be aware of the potential negative consequences to their personal lives and present or future employment by unauthorized parties having access to their posted information. Facebook’s privacy management significantly impacts user behavior by influencing trust and engagement. If privacy measures are perceived as inadequate, users may become cautious, limit their information sharing, or even leave the platform. Conversely, strong privacy protections can enhance user confidence, leading to more active participation and data sharing. 2. Being a college student you are quite likely a Facebook user. What is your opinion regarding how Facebook deals with privacy issues? What have you done (or decided not to do) with regard to protecting your privacy on Facebook (or other social networking sites)? Answer: It is extremely difficult to find a college student who does not use Facebook, at least to some extent. Some of the students are light users, but most of them are rather heavy users of Facebookat least judging from the anecdotal information they share with professors. Therefore, students have a wealth of experience to draw upon in discussing this question. Interestingly, however, far too many students are somewhat naïve about how the information they post on Facebook can open them up to exploitation and come back to haunt them in their future job searches. Students should be encouraged to look into what privacy experts have to say about the potential negative effects of social networking media. As a college student and Facebook user, I believe Facebook’s approach to privacy has been problematic, with frequent updates and policies that can be opaque. To protect my privacy, I’ve adjusted my settings to limit data sharing, avoided posting sensitive information, and regularly reviewed privacy policies. I also use additional security features, like two-factor authentication, to safeguard my account. 3. How can the availability of Facebook users’ personal data create business opportunities for Facebook and for other businesses? Answer: In just a few years, social networking websites have exploded in popularity. Facebook (and to a lesser extent, its competitors) has transformed how peopleparticularly younger peopleconnect with one another. As the membership of social networking websites have grown, so have the demand for new and different ways of using these websites. Hence, many new applications that appeal to and capitalize on social networking websites have been developed. Given the rapidly growing popularity of these websites, it is only a matter of time before enterprising individuals would devise ways of monetizing the opportunities that abound when there is a source of extensive information about large numbers of people who are active consumers. As indicated in the case, Facebook seeks to capitalize on the wealth of user data to become a dominant and pervasive business presence on the Internet. Specifically, Facebook is becoming “a potential rival in electronic payments to eBay Inc.’s PayPal, while partnerships Facebook is cementing with smartphone makers set the stage for competition with Apple Inc. and Google in mobile services.” Moreover, every industrynews, health, finance, shopping, and commercewill be rebuilt around social engagement, and Facebook will be at the center of this rebuilding frenzy. “[M]any Silicon Valley companies increasingly have to decide whether to treat Facebook like a friend whose reach and user data can help propel their own growth or a foe that can become a destructive force.” The availability of Facebook users' personal data creates business opportunities by enabling highly targeted advertising. Facebook can leverage detailed user profiles to offer advertisers precise audience segmentation, increasing ad effectiveness and revenue. Other businesses can also use this data for market research, product development, and tailored marketing strategies, capitalizing on insights into consumer preferences and behavior. 4. Refer to Mark Zuckerberg’s future ambitions for Facebook, as articulated in the next to the last paragraph of the case. From your perspective, what benefits might result if Zuckerberg’s aims are realized? What concerns do you have about Zuckerberg’s goals? Answer: The next to the last paragraph reads as follows: Facebook founder and CEO Mark Zuckerberg’s ultimate goal is “to turn Facebook into the planet’s standardized communication (and marketing) platform, as ubiquitous and intuitive as the telephone but far more interactive, multidimensional, and indispensable. Your Facebook ID quite simply will be your gateway to the digital world, Zuckerberg predicts.” “Zuckerberg makes it clearthat he’s still intensely focused on connecting the entire world on Facebookonly now his vision goes well beyond the site as a digital phone book. It becomes the equivalent of the phone itself: It is the main tool people use to communicate for work and pleasure. It also becomes the central place where members organize parties, store pictures, find jobs, watch videos, and play games. Eventually they’ll use their Facebook ID as an online passkey to gain access to websites and online forums that require personal identification. In other words, Facebook will be where people live their digital lives, without the creepy avatars.” There is considerable appeal to the notion of organizing one’s entire digital life through a central portal. Certainly, life would be simplified and time would be saved. However, having a single portal for all digital access is also frightening in that it places an extraordinary amount of power in Facebook’s hands. If Facebook were to have such power, it must be accompanied by corresponding expectations and requirements regarding Facebook’s responsibility and accountability for protecting members’ privacy. However, Facebook’s critics likely would vehemently question the company’s willingness to make such commitments. If Zuckerberg’s ambition to connect the entire world on Facebook is realized, it could lead to enhanced global communication and collaboration, breaking down geographic and cultural barriers. This could foster greater cross-cultural understanding and facilitate global business opportunities. However, concerns include the potential for increased privacy breaches, data misuse, and the centralization of significant personal information, which could lead to issues of data security and ethical dilemmas around user autonomy. SOURCE: This case solution was written by Michael K. McCuddy, The Louis S. and Mary L. Morgal Chair of Christian Business Ethics and Professor of Management, College of Business Administration, Valparaiso University. Video Profile on Holden Outerwear Managing in a Global Environment Like many other American brands, Holden apparel is made in China. LeBlanc explains that while he would like to manufacture lines in the United States, government regulations, labor costs, and high corporate tax rates are too heavy a burden. Availability of material is another reason for producing goods in China, since most of the fabrics, buttons, and snaps that Holden uses come from Asian suppliers. In addition to such procurement problems, garment making requires skilled labor—something LeBlanc says is rare in the United States. Despite the many challenges Holden faces as a small business competing in a global economy, LeBlanc’s knack for navigating global markets is as sharp as his ability to tame even the most challenging downhill courses. Discussion Questions and Solutions 1. Using the open systems view of organizations, describe Holden Outerwear’s internal and external environment. Answer: According to the open systems view of organizations, Holden Outerwear is a company with an internal environment that interacts with forces in the external environment to transform inputs into outputs. Based on information shown in the video, Holden’s internal environment may be described as follows: •Task—provide durable, high-fashion outerwear for ski and snowboarding consumers •People—CEO Mikey LeBlanc, sales teams, garment design teams, local and regional managers •Technology—Holden’s production methods, garment design aesthetics, and eco-fabric innovations •Structure—organization design dimensions, differentiation, and integration; reporting relationships as mapped out by the organization chart Holden’s external environment consists of the following: •Inputs—cotton, leather, metal, and other raw materials used in garment making; human and financial capital •Outputs—durable waterproof coats, pants, and jackets for snow sports •Task environment—snowboard consumers, retailers, overseas distributors, Chinese factories, fabric mills, and shippers 2. How has globalization influenced Holden’s business and created opportunity? Answer: Although Holden is a U.S. company located in Oregon, rapid change in global markets has shaped the organization’s manufacturing and marketing strategy. To keep manufacturing costs low, Holden uses an outsourcing strategy that produces garments in Asia. According to owner Mikey LeBlanc, outsourcing Holden’s garment production to China slashes the cost of products by half, relative to the high cost of doing business in the United States. Moreover, outsourcing provides a source of skilled labor and textile materials. Finally, competition in global markets combined with new technology has enabled Holden to sell to consumers all across Asia and Europe. 3. What are some challenges of globalization for managers at Holden? Answer: While most management functions are the same whether a company operates domestically or internationally, managers experience greater challenges and risks when working in an international setting. For instance, Mikey LeBlanc explains that to obtain the benefits of China’s low cost manufacturing, Holden’s managers had to coordinate with 12 different shipping companies. The situation required extensive paperwork and resources, and garments with multiple components often failed to arrive at the same time, producing long delays. Over time, managers found ways to consolidate overseas shipping into a more manageable and efficient operation. Though not discussed specifically in the video, Holden’s managers face significant challenges in the economic, legal, political, and sociocultural environment of business. When conducting operations internationally, managers can expect to encounter difficulties related to language and cultural barriers, diversity, poor infrastructure, government takeovers, tariffs, and even globalization protests. Since Holden outsources production to Chinese factories, the company may also encounter quality management issues and labor rights issues. Learning organizational behavior can provide students with the knowledge and skills they need to respond effectively to the challenges of globalization. Student Handouts Ethical Dilemma Disco Global is an online and technology systems firm based out of Atlanta, Georgia; the company has been steadily acquiring a significant market share for the last five years. Founded by Melissa Young and Brian Whitman, Disco Global’s current strategic goal is to penetrate international markets within the next three years. When Melissa and Brian first conceived of Disco Global, they envisioned growing a small niche company into one that served the widest market available, while they stay true to their professional values of corporate social responsibility. Given Disco Global’s positioning, the company has been advised to make inroads into the coveted Asian market at this time. Both co-CEO Melissa and Brian agree with this strategy and have secured a local marketing team in Hong Kong to help facilitate their entrance into China’s marketplace. Henry Chee Wan, their liaison in Hong Kong, has developed a very tight plan that everyone agrees will promote Disco Global in a positive and efficient manner. During the course of their work with Henry, Melissa and Brian learn some facts about working within the Chinese governmental structure that have given them a pause. In the company’s vision statement, Melissa and Brian specifically included a mention of freedom to obtain knowledge. As they learn more about China’s internet censorship practices, they grow more concerned that in acquiescing to the government’s conditions, they are moving too far away from their company’s original goals and ethical compass. Henry explains to Melissa and Brian that the internet is heavily regulated in China and that if their software or hardware was used with criminal, seditious intent, they would be liable for helping to reveal the user and culprit. Having their technology being used as filters for what Chinese people can read and hear seems contrary to the conception of Disco Global. However, Melissa and Brian want to capitalize on the Asian market, and they agree that if Disco Global doesn’t bring Internet and technology services to China, someone else will. Melissa and Brian now have to decide which the best decision for Disco Global is: stay true to their stated values or their strategic plan? Questions 1. Using consequential, rule-based, and character theories, evaluate Melissa and Brian’s options. Answer: Consequential Theory: They should weigh the benefits of market expansion and potential revenue against the ethical costs of supporting censorship. Rule-Based Theory: They should follow their stated values and vision statement, which emphasize freedom of knowledge. Character Theory: They should act in accordance with their core values of corporate social responsibility and integrity. 2. What should Melissa and Brian do? Why? Answer: Melissa and Brian should prioritize their values and refrain from entering the Chinese market if it compromises their ethical principles. Staying true to their values will maintain their integrity and long-term reputation. What about You? Analyze Your Perceptions of Change Everyone perceives change differently. Think of a change situation you are currently experiencing. It can be any business, school-related, or personal experience that requires a significant change in your attitude or behavior. Rate your feelings about this change using the following scales. For instance, if you feel the change is more of a threat than an opportunity, you would circle 0, 2, or 4 on the first scale. How positive are your perceptions of this change? Answer: Based on the ratings: 1. Threat (4): I see some risk but also potential benefits. 2. Holding on to the past (2): I’m mostly focused on future possibilities. 3. Immobilized (3): I feel somewhat stuck but am trying to adapt. 4. Rigid (2): I’m making an effort to be flexible. 5. A loss (3): I recognize some drawbacks but also potential gains. 6. Victim of change (1): I’m actively working to shape the change. 7. Reactive (4): I’m responding to the change but aiming to be proactive. 8. Focused on the past (2): My attention is on future opportunities. 9. Separate from change (1): I’m actively involved in the process. 10. Confused (3): I have some clarity but am still seeking full understanding. Overall, my perceptions of this change are moderately positive, with a focus on future opportunities and active involvement. Source: H. Woodward and S. Buchholz, Aftershock: Helping People through Corporate Change, p. 15. Copyright © 1987 John Wiley & Sons, Inc. Reprinted by permission of John Wiley & Sons, Inc. Issues in Diversity Women Triumph in Times of Recession—Really? American women are finally in a position to surpass men in the workforce, but it took an economic recession for them to do it. The layoffs and plant closures experienced in the manufacturing and construction industries have hit working men terribly hard. Some estimate that 82 percent of the job losses during the recession have occurred for men. Why the difference? Women tend to hold jobs in “safer” recession-proof industries like healthcare and education. Take Nasreen Mohammed for example. Mohammed runs a small day care out of her home in Milpitas, California. Her business brings in $30,000 a year—“peanuts” compared with the $150,000 her husband used to contribute before he was laid off from his marketing and sales job in 2008. Just like that, Nasreen went from being a full-time homemaker to full-time business women, working five days a week, fifty-one days a year. Not surprisingly, she spends less time with her husband and three children, and even less time with domestic responsibilities. Mohammed loves her work, but her family can’t help but worry about her health. Her business is demanding and doesn’t include sick days or health benefits. Women’s increased representation in the workforce should be a cause for celebration. However, several issues loom beneath the surface that stands to dampen the festivities. First, good benefits came with those good jobs in manufacturing and construction. This allowed men to support their families at much higher levels than women are able to do with their “safe” jobs. Women tend to work in part-time jobs with little or no health or unemployment insurance. And while the proportion of women in the workforce may have surpassed that of men, their salaries have not. The average salary of full-time women remains a fraction (80 percent) of men. Finally, economists have found that even when both spouses work, working women devote much more time to child care and housework than men. Many agree that the job for laid off spouses—husbands especially—is not to settle into a new support role in which they help with cooking, cleaning, and running errands. His primary job is to find another job. Questions 1. Do you believe an extended recession could completely change gender roles in the United States? Explain. Answer: An extended recession could shift gender roles by accelerating the trend of women becoming primary breadwinners, potentially leading to more balanced domestic responsibilities and changing societal expectations. However, entrenched norms and structural barriers might slow or limit these changes. 2. Do companies have a responsibility to raise women’s salaries to accommodate their roles as primary breadwinners? Why or why not? Answer: Companies should address gender pay disparities to ensure fair compensation, especially as more women become primary breadwinners. Equitable salaries reflect a commitment to gender equality and help support a diverse and productive workforce. Experiential Exercise What’s Changing at Work? This exercise provides an opportunity to discuss changes occurring in your workplace and university. These changes may be for the better or the worse. However, rather than evaluating whether they are good or bad changes, begin by simply identifying the changes that are occurring. Later, you can evaluate whether they are good or bad. Step 1. The class forms into groups of approximately six members each. Each group elects a spokesperson and answers the following questions. The group should spend at least five minutes on each question. Make sure that each member of the group makes a contribution to each question. The spokesperson for each group should be ready to share the group’s collective responses. a. What are the changes occurring in your workplace or university? Members should focus both on internal changes, such as reorganizations, and on external changes, such as new customers or competitors. Develop a list of the changes discussed in your group. b. What are the forces that are driving the changes? To answer this question, look for the causes of the changes members of the group are observing. For example, a reorganization may be caused by new business opportunities, by new technologies, or by a combination of factors. c. What signs of resistance to change do you see occurring? Change is not always easy for people or organizations. Do you see signs of resistance, such as frustration, anger, increased absences, or other forms of discomfort with the changes you observe? Step 2. Once you have answered the three questions in Step 1, your group needs to spend some time evaluating whether these changes are good or bad. Decide whether each change on the list developed in Step 1a is good or bad. In addition, answer the question “Why?” That is, why is this change good? Why is that change bad? Step 3. Each group shares the results of its answers to the questions in Step 1 and its evaluation of the changes completed in Step 2. Cross-team questions and discussion follow. Step 4. Your instructor may allow a few minutes at the end of the class period to comment on his or her perceptions of changes occurring within the university, or businesses with which he or she is familiar. Experiential Exercise My Absolute Worst Job Purpose: To become acquainted with fellow classmates. Group size: Any number of groups of two. Exercise schedule: 1. Write answers to the following questions: a. What was the worst job you ever had? Describe the following: •The type of work you did •Your boss •Your coworkers •The organization and its policies •What made the job so bad? b. What is your dream job? Answer: a. The worst job I had was as a telemarketer. I made cold calls all day, faced a highly critical boss who set unrealistic goals, and worked with stressed, unmotivated coworkers. The organization had strict, unsupportive policies. The combination of repetitive tasks, poor management, and a lack of support made the job very challenging. b. My dream job is as a creative strategist for a tech company. It involves innovative project development, collaboration with diverse teams, and working on impactful campaigns. This role aligns with my passion for creativity and technology, offering a fulfilling and dynamic work environment. 2. Find someone that you do not know and share your responses with him or her. Answer: I recently spoke with a stranger and shared my experiences. I described my worst job as a telemarketer, emphasizing the repetitive tasks, poor management, and lack of support. I also shared my dream job as a creative strategist in a tech company, highlighting my passion for innovation and collaboration. It was interesting to see their reactions and perspectives on job satisfaction. 3. Get together with another dyad, preferably new people. Partner “a” of one dyad introduces partner “b” to the other dyad, then “b” introduces “a”. The same process is followed by the other dyad. The introduction should follow this format: “This is Mary Cullen. Her very worst job was putting appliqués on bibs at a clothing factory, and she disliked it for the following reason. What she would rather do is be a financial analyst for a big corporation.” Answer: Partner A: "This is Alex Johnson. His very worst job was working as a telemarketer, which he disliked due to the repetitive calls and harsh management. What he would rather do is be a creative strategist in a tech company." Partner B: "This is Jamie Lee. Her very worst job was serving as a data entry clerk, which she found tedious and isolating. What she would rather do is be an event coordinator for a major organization." 4. Each group of four meets with another quartet and is introduced, as before. Answer: Group 1: "This is Alex Johnson and Jamie Lee. Alex's worst job was telemarketing, and he dreams of being a creative strategist. Jamie's worst job was data entry, and she aspires to be an event coordinator." Group 2: "This is Sarah Patel and Michael Green. Sarah’s worst job was retail cashier, which she disliked due to low pay and high stress. She would prefer to be a marketing manager. Michael’s worst job was warehouse worker, which he found monotonous, and he aims to be a software developer." 5. Your instructor should ask for a show of hands on the number of people whose worst jobs fit into the following categories: a. Factory b. Restaurant c. Manual labor d. Driving or delivery e. Professional f. Health care g. Phone sales or communication h. Other Answer: For the show of hands, here are the categories: • Factory: [Number of hands] • Restaurant: [Number of hands] • Manual Labor: [Number of hands] • Driving or Delivery: [Number of hands] • Professional: [Number of hands] • Health Care: [Number of hands] • Phone Sales or Communication: [Number of hands] • Other: [Number of hands] 6. Your instructor should gather data on worst jobs from each group and asks the groups to answer these questions: a. What are the common characteristics of the worst jobs in your group? b. How did your coworkers feel about their jobs? c. What happens to morale and productivity when a worker hates the job? d. What was the difference between your own morale and productivity in your worst job and in a job you really enjoyed? e. Why do organizations continue to allow unpleasant working conditions to exist? Answer: a. Common characteristics of the worst jobs included repetitive tasks, poor management, low pay, and lack of support or job satisfaction. b. Coworkers generally felt frustrated, unmotivated, and stressed about their jobs. c. When a worker hates the job, morale and productivity typically decrease, leading to disengagement and lower performance. d. In my worst job, morale and productivity were low due to dissatisfaction, whereas in a job I enjoyed, morale and productivity were high due to motivation and fulfillment. e. Organizations may allow unpleasant conditions due to cost-cutting measures, lack of awareness, or a focus on short-term efficiency over long-term employee well-being. 7. Your instructor leads a group discussion on Parts (a) through (e) of Question 6. Answer: In the discussion, the group highlights that common issues in worst jobs include repetitive work and poor management, leading to low morale and productivity. Coworkers often felt frustrated and disengaged. The contrast between jobs they disliked versus enjoyed was significant, impacting their overall performance. Organizations might neglect to improve conditions due to cost constraints or insufficient awareness of employee dissatisfaction. SOURCE: D. Marcic, “My Absolute Worst Job: An Icebreaker,” Organizational Behavior: Experiences and Cases (St. Paul, Minn.: West, 1989), 5–6. Copyright 1988 Dorothy Marcic. All rights reserved. Reprinted by permission. Case Study Facebook: Opportunities, Problems, and Ambitions Not only has Facebook, the social network that was founded in 2004 by Mark Zuckerberg, experienced phenomenal growth, it has enjoyed an explosion of opportunities but not without encountering some thorny problems. In February 2011, Facebook had more than 600 million users, was valued at $50 billion, and was in the midst of taking substantial online advertising away from competitors. However, issues regarding the privacy of users’ personal data loomed like ugly storm clouds. A report issued by eMarketer estimates that marketers will spend $4.05 billion globally on Facebook advertising in 2011, with $2.19 billion of that total being in the United States. According to Debra Aho Williamson, eMarketer’s principal analyst, “2010 was the year that Facebook firmly established itself as a major force not only in social network advertising but all of online advertising.In 2011, its global presence is something multinational advertisers can’t ignore.” The explosive growth in ad revenue, however, is intertwined with growing concerns about how Facebook deals with the privacy of users’ information. Facebook “has a powerful incentive to push people into revealing more information. Facebook generates most of its revenue from targeted advertisements based on users’ demography and interests, so the more data users share publicly the more money it can mint from ads.” However, the data collection practices of Facebook and other social networking sites “have provoked calls for tougher action by regulators and governments to prevent web firms from abusing the mountains of personal data they now hold. Danah Boyd, a social-networking expert, has even argued that Facebook, with its hordes of members around the world, is now so embedded in people’s lives that it should be regulated as a utility.” Some privacy critics suggest that Facebook’s privacy policy is little more than a shamsomething designed to obscure the social networking site’s real motivation regarding the protection of users’ personal data. As written in the well-respected publication The Economist, “[t]he worst thing is Facebook’s underlying prejudice against privacy. Sign up and it assumes you want to share as much data as possible; if not, you have to change the settings, which can be a fiddly business. The presumption should be exactly the opposite: the default should be tight privacy controls, which users may then loosen if they choose. If Facebook fails to simplify and improve its privacy policy, it will justly risk the wrath of regulatorsand many more Facebook suicides.” Facebook has acknowledged the problems with its privacy policy. On a blog post, Facebook admitted that its “privacy policy has been criticized as being ‘5830 words of legalese’ and ‘longer than the U.S. constitutionwithout the amendments’ [and] that privacy policies can and should be more easily understood.” As a partial response to the privacy criticism, in early October 2010 Facebook unveiled a feature called Groups through which “users and their friends can place each other in a myriad of social circles, and choose which bits of information to share with whom.” Some privacy critics commended Facebook for developing and implementing the Groups feature because it gives users more control over their personal data; but it has not met as warm a reception from privacy critics who don’t like how friends have the ability to add users to groups on their behalf. Likewise, Facebook’s Places feature, which was launched in August 2010, has been criticized because it gives online friends the ability to check someone into a place without that person’s permission. Sunil Gupta, a business professor at Harvard Business School, says that privacy could be the Achilles’ heel for Facebook. Although privacy is an ongoing thorny issue for Facebook, the company is nonetheless forging ahead with other opportunities. Facebook seeks to become a dominant and pervasive presence on the Internet. The company’s ambitions are evident in many ways. “The social network is a potential rival in electronic payments to eBay Inc.’s PayPal, while partnerships Facebook is cementing with smartphone makers set the stage for competition with Apple Inc. and Google in mobile services.” Sheryl Sandberg, Facebook’s Chief Operating Officer, asserts that “every industry is going to be rebuilt around social engagement [; n]ews, health, finance, shopping and commerce will be rebuilt by companies that work with us to put social at the core.” Clearly, the opportunities upon which Facebook is capitalizing have important implications for existing and potential competitors in a wide range of businesses. “[M]any Silicon Valley companies increasingly have to decide whether to treat Facebook like a friend whose reach and user data can help propel their own growth, or a foe that can become a destructive force.” Facebook founder and CEO Mark Zuckerberg’s ultimate goal is “to turn Facebook into the planet’s standardized communication (and marketing) platform, as ubiquitous and intuitive as the telephone but far more interactive, multidimensional and indispensable. Your Facebook ID quite simply will be your gateway to the digital world, Zuckerberg predicts.” “Zuckerberg makes it clear that he’s still intensely focused on connecting the entire world on Facebookonly now his vision goes well beyond the site as a digital phone book. It becomes the equivalent of the phone itself: It is the main tool people use to communicate for work and pleasure. It also becomes the central place where members organize parties, store pictures, find jobs, watch videos, and play games. Eventually they’ll use their Facebook ID as an online passkey to gain access to websites and online forums that require personal identification. In other words, Facebook will be where people live their digital lives, without the creepy avatars.” Should people be elated or distressed about Facebook’s desire to permeate human existence in light of what can happen regarding the privacy of personal data? Discussion Questions 1. How does Facebook’s privacy management of users’ personal information affect the behavior of Facebook patrons? Answer: Facebook’s privacy management affects user behavior by shaping their trust and interaction with the platform. Users may restrict their sharing and engagement if they perceive privacy protections as insufficient, while strong privacy practices can boost confidence and increase activity. Effective privacy management is crucial for maintaining user trust and encouraging consistent use. 2. Being a college student you are quite likely a Facebook user. What is your opinion regarding how Facebook deals with privacy issues? What have you done (or decided not to do) with regard to protecting your privacy on Facebook (or other social networking sites)? Answer: As a college student, I find Facebook's approach to privacy concerning due to frequent policy changes and data breaches. To protect my privacy, I’ve adjusted my settings to limit data sharing, avoided posting sensitive information, and used security features like two-factor authentication. I remain cautious about the information I share and review privacy settings regularly. 3. How can the availability of Facebook users’ personal data create business opportunities for Facebook and for other businesses? Answer: The availability of Facebook users’ personal data enables targeted advertising, improving ad relevance and effectiveness for businesses, which drives revenue for Facebook. It also offers insights into consumer behavior and preferences, allowing other businesses to refine their marketing strategies, develop tailored products, and enhance customer engagement. 4. Refer to Mark Zuckerberg’s future ambitions for Facebook, as articulated in the next to the last paragraph of the case. From your perspective, what benefits might result if Zuckerberg’s aims are realized? What concerns do you have about Zuckerberg’s goals? Answer: If Zuckerberg’s ambition to connect the entire world on Facebook succeeds, it could enhance global communication and foster international collaboration. However, concerns include potential privacy violations and data security risks, as well as ethical issues related to censorship and the concentration of vast amounts of personal information. Balancing connectivity with robust privacy protections will be crucial. SOURCE: This case was written by Michael K. McCuddy, The Louis S. and Mary L. Morgal Chair of Christian Business Ethics and Professor of Management, College of Business Administration, Valparaiso University. G.A. Fowler, Facebook’s Web of Frenemies,” The Wall Street Journal (Eastern edition) (February 15, 2011): B1. A. Diana, “Facebook Ad Spending to Hit $4.05 Billion in 2011,” InformationWeek (January 20, 2011), http://www.informationweek.com/news/software/bi/229000995 (accessed February 10, 2014). 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Forden, “Facebook Builds a Washington Lobbying Team” Bloomberg Businessweek (December 9, 2010), http://www.businessweek.com/magazine/content/10_51/b4208036753172.htm (accessed February 10, 2014). G.A. Fowler, Facebook’s Web of Frenemies,” The Wall Street Journal (Eastern edition) (February 15, 2011): B1. G.A. Fowler, Facebook’s Web of Frenemies,” The Wall Street Journal (Eastern edition) (February 15, 2011): B1. G.A. Fowler, Facebook’s Web of Frenemies,” The Wall Street Journal (Eastern edition) (February 15, 2011): B1. J. Hempel and B. Kowitt, “How Facebook Is Taking Over Our Lives,” Fortune 159(4) (March 2, 2009): 48-56 (8pages). J. Hempel and B. Kowitt, “How Facebook Is Taking Over Our Lives,” Fortune 159(4) (March 2, 2009): 48-56 (8 pages). Solution Manual for ORGB Organizational Behavior Debra L. Nelson, James Campbell Quick 9781305663916, 9781337148443
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