Issues Identification | Advert Co.

Running head: ISSUES IDENTIFICATION
Issues Identification
Name of the Student:
Name of the University:
Author Note

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ISSUES IDENTIFICATION
Overview of ADVERT CO.
The discussions include the details of the Advert Co. organization. Advert Co., is an
advertising and a large designing company based in Auckland. The discussions start with a brief
overview of the organization and the systems which are currently handled by the organization.
The discussions have been based here on the MARS model (McShane and Von Glinow 2013).
The three employees who have been referred here in the discussion have been subjected to
MARS model.
Sue Yan and George Thong have currently been transferred to the office in Auckland of the
organization. There was an increase in salary of the Sue Yan and George Thong, however, it was not
similar to that which has provided to the one who are already working in the organization ( Chumg et al.
2016). After the pair of employees acquired the information they were being paid less they started acting
indifferently.
On one hand sue had started posting personal items using the postal services of the company. The
efficiency required for working within the company was also not maintained by the employee and
additionally, she also transferred her workload to her e1mployees (Boon and Biron 2016). She also
reasoned it out to her co-workers that they are getting paid more with the people with whom she is
interacting.
On the other hand, George had impressed the business of the organization. It is also required to be
noted that most of the current employees of the organization hold at least a degree whereas Sue Yan and
George Thong were only having a school degree. This discussion is based on the attribute theory
(Buchanan and Huczynski 2019). Hence, George was somewhat happy with the current scenario.
Additionally, English was a second language for George and hence, George was not much adept in it and

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ISSUES IDENTIFICATION
hence, this was very difficult for him. However, he was allowed for the job and hence, he was very
grateful on this instance.
Another employee named Sally Jones was also hired by the organization during the same time.
She is an employee who is pretty easily stressed and hence, this was difficult job her. However, she was
also looking to make the most of the opportunity that she got from the organization. She wanted to
impress the organization with her work. She always used to turn up on time for work and performed her
work with utmost efficiency (King and Lawley 2016). Hence, she also made sure that she was always
on top of her workload.
Fourthly, there was a set of workers in the organization who always used to turn up late for their
work and they seldom completed their work on time. They used to chat for long hours on the phone and
surf the internet all day long (King and Lawley 2016). They also chatted for long hours and hence, they
lagged a lot in their work. This created a business inefficiency for the organization. However, they had an
internal liking among themselves. Sally, gets influenced by this group of employees in the organization
who are having the relaxed attitude for the systems. This affects the work done by sally as well.
Thereafter in two months the management in the organization noticed that Sally’s team are
lagging and not providing the same amount of efficiency. Although the organization wanted to enlighten
the mood of the employees of the organization, it doesn’t improve the overall business efficiency of the
organization (Ayoko and Ashkanasy 2019).
The organization initiated a reward based system for the employees of the organization and this
set up created improvement in the business efficiency. However, the rewards were not up to the mark and
hence, the efficiency decreased over time.

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ISSUES IDENTIFICATION
Issues Identified
The main problems and issues have also been identified in the discussion. The details of
the issues have also been included here. The issues which are identified in the system have also
been highlighted with some conclusions. The main issues identified by in the current system are:
 Business inefficiency: The staffs in the organization are not being performing the tasks
efficiently and hence the business efficiencies of the organization are hampered to a great
extent. All the procedures of the organizations take place with a delayed time and hence,
the business efficiencies decreased with the issues in the system (Taylor 2018). Thus it
can be stated that the organizational behavior got hampered due to improper implications
of procedures.
 Staffs dissatisfaction: The staff’s dissatisfaction increased in the organization due to the
dissimilarity in the salaries of the employees in the organization. Additionally, the
dissatisfaction of the employees increased with the introduction of the gift system and
due to the low quality of the gifts (McShane and Von Glinow 2013).
 Staff Miss management: The organization provided different range of salaries for the
different range of qualified employees all working in the same position in the
organization. Hence, a huge level of staff miss management occurred in the organization.
As interference to the discussion conducted above it can be said that there are a lot of
issues identified in the Advent co. organization. The details of the issues are explained in
details in this discussion with the help of the different processes of the organization (Boon
and Biron 2016). The identified issues can be mitigated very easily with that of the details
and performing an analysis of the processes in the organization.

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ISSUES IDENTIFICATION

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Bibliography
Ayoko, O.B. and Ashkanasy, N.M., 2019. Organizational Behaviour and the Physical
Environment.
Boon, C. and Biron, M., 2016. Temporal issues in person–organization fit, person–job fit and
turnover: The role of leader–member exchange. Human relations, 69(12), pp.2177-2200.
Buchanan, D.A. and Huczynski, A., 2019. Organizational behaviour. Pearson UK.
Chumg, H.F., Cooke, L., Ding, W.Y. andSeaton, J., 2016. Factors affecting employees'
knowledge-sharing behaviour in the virtual organisation from the perspectives of well-being and
organisational behaviour. Computers in Human Behavior, 64, pp.432-448.
King, D. and Lawley, S., 2016. Organizational behaviour. Oxford University Press.
McShane, S.L. and Von Glinow, M.A., 2013. Organizational Behavior 5/e.
Taylor, S.P., 2018. Organisational behaviour, leadership and change. International Journal of
Housing and Human Settlement Planning, 4(1), pp.21-36.