Organizational Issues at Star Glitz Tools - Solutions and Recommendations | Desklib

This document discusses the organizational issues faced by Star Glitz Tools and provides solutions to promote employee engagement and effective communication for a positive culture. The document analyzes the problems using classical, neo-classical, and modern management theories and evaluates two possible options to control employee absenteeism and promote effective organizational culture.

Running head: ORGANIZATION BEHAVIOR
Organization Behavior
[Star Glitz Tools]
Name of the student:
Name of the university:
Author note:

1ORGANIZATION BEHAVIOR
Executive summary
Organizational issues need to be handled efficiently to avoid these problems creating further
challenges to a firm. This study is also related to organizational problems as discussed in the
context of the Star Glitz Tools (SGT). The study has considered and followed a range of ways to
identify two possible options to resolve the issues faced by SGT. The study has identified the
needs to promote employee engagement as a response to the growing employee absenteeism. It
also has identified the needs for consistent communication between the management team and
employees, as a strategy to promote effective organizational culture. The study recommends
occasionally held honest feedback sessions as suitable to implement employee engagement.
Besides, the regular open-ended sessions have been identified as useful to implement a positive
organizational culture.

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Table of Contents
1. Organizational overview..............................................................................................................3
2. Identification of Interpersonal Issues...........................................................................................3
High Absenteeism........................................................................................................................3
Ineffective Organisational Culture..............................................................................................4
3. Problem Analysis.........................................................................................................................5
Interpretation of the problems using Classical theory of Organisational Behaviour...................5
Interpretation of the problems using Neo-classical theory of Organisational Behaviour...........6
Interpretation of the problems using Modern management theory of Organisational Behaviour
.....................................................................................................................................................7
4. Options and Evaluations..............................................................................................................8
Options.........................................................................................................................................9
Evaluation..................................................................................................................................10
5. Recommendations and Implementation....................................................................................12
Recommendations:....................................................................................................................12
Implementation:.........................................................................................................................13
6. Closing Argument......................................................................................................................14
References......................................................................................................................................15

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1. Organizational overview
The main purpose of this task is to understand the concept and theories related to
organizational behavior. The theories and concepts are being discussed in this study concerning
the case study organization "Star Glitz Tools (SGT)”. Moreover, relevant OB concepts and
theories will be applied to SGT to identify possible options and recommend a couple of solutions
to the company to help control the problems currently faced by them. The two issues currently
faced by SGT are “High Absenteeism” and “Ineffective Organisational Culture”. The President
Sharon Glass of SGT is concerned with these issues as the company is on a verge to expand
following a merger with Clean and Easy Manufacturing (C&E) Company and these issues may
affect a smooth transition.
2. Identification of Interpersonal Issues
As discussed above in the introductory section of this study, SGT's productivity and the
work environment is currently affected by high absenteeism and ineffective culture in the
workplace. These problems are not just affecting the productivity of SGT but can potentially
influence the motivation level and the performance of new employees also. A persisting
disciplinary issue as such the high absenteeism in SGT will be observable to newly hired
professionals by their interactions with their colleagues and observance of the company's leaders.
This means the workplace environment does matter to both existing as well as the fresh hires
(Raziq and Maulabakhsh 719).
High Absenteeism

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High absenteeism can result in an ample number of adverse impacts. The financial
impact is one of these impacts. A company grows financially when it can work more and more
with passing days. On the contrary, in case of increasing absenteeism, a company will be
operating without its full strength. Hence, the number of completed tasks will fall for the days a
company has operated without its full strength (Huang et al. 1138). There is an evident financial
loss to a company if it continues to be in a similar state for a long period. High absenteeism does
adversely affect the morale to work and increases the cases of illness. When less number of
people are present for a day or more the pending tasks will need to be done with people who are
present. Working under such circumstances will be added stress for the employees. An increased
work burden may also lead to illness, which is a monetary loss to a company (Huang et al.
1140).Increasing absenteeism results in reduced productivity for co-workers. In the case of few
employees have not turned on to their work and have gone for unplanned leaves the co-workers
will have to do more than they do daily. If a similar issue continues further, they will have their
morale hit. Eventually, this will affect the productivity of co-workers.
Ineffective Organisational Culture
Star Glitz Tools (SGT) faces another issue in the form of ineffective organizational
culture. Ineffective organizational culture does not just affect the decision-making capability of
managers but also organizational leadership. Decision-making in the context of SGT is getting
affected due to the communication gap between the managers and employees (Giroldi et
al. 1268). For example, the merger between SGT and C&E is still not communicated in the right
manner. The slight hint about the merger that has floated to the workplace has received a bunch
of disagreement from employees. This is understandably because they have no communication
on the objectives behind the merger. It appears as if the management team in SGT has less

5ORGANIZATION BEHAVIOR
realization of the criticality of a change. Otherwise, things could have been different in regards to
communicating the proposed change to employees (Giroldi et al. 1272).
The executive team has approved a communication plan to be used in communicating the
change. Two sessions will be held to announce the proposed change and the merger between
SGT and C&E. Employees will be notified about and requested to attend one of the sessions
through a mass email. All related changes soon to become a part of the Company’s Bulletin
Board. All these could be helpful in effectively communicating the purpose behind business-
related changes. However; it should have been done earlier to avoid any negative perception
from building up.
3. Problem Analysis
This section analyses the severity level of two problems identified for Star Glitz Tools
(SGT). Organizational behavior theories and concepts will be used to progress with the analysis
task. There are three widely popular organizational behavior theories. These are Classical theory,
Neo-classical theory and Modern management theory (Kitana 16).
Interpretation of the problems using Classical theory of Organisational Behaviour
According to Max Weber’s Bureaucratic theory, bureaucracy essentially helps in laying
a systematic formation of an organization and ensuring economic effectiveness. Indeed, few
researchers consider this as a powerful business model as it effectively nurtures the power
structure of an organization. Organizations following bureaucracies are unable to adapt to a
change effectively and quickly (Ferdous 2). This particular characteristic of the theory suggests
that the concerns of the President of Star Glitz Tools (SGT) regarding their work environment

6ORGANIZATION BEHAVIOR
are genuine. Moreover, the hierarchy of power for SGT also shows its resemblance to the theory.
The theory says that the hierarchy of power should be distributed among a few high-ranking
managers (Ferdous 3). Considering that, SGT has a familiar power hierarchy as suggested in
Max Weber’s Bureaucratic theory; the company is considerably into problems. Further,
employees should have sufficient opportunities to exploit their potential capabilities, which SGT
has not been able to deliver due to high absenteeism of employees.
According to General Principles of Management, there are few characteristics of an
ideal organization. Discipline is one of these characteristics. A disciplined workforce results in
increased productivity. A disciplined workforce is formed by ensuring a few things such as low
absenteeism rate of employees (Ferdous 4). On the contrary, SGT is facing increased
absenteeism of employees. The problem is understandably affecting the performance of co-
workers and the organization significantly.
Interpretation of the problems using Neo-classical theory of Organisational Behaviour
According to the Need Hierarchy Theory of Abraham Maslow, few elements must be
ensured to produce greater impact with employees. Sense of belonging is one of these needs.
Sense of belonging does mean having productive bonding with the management and co-workers
(Őnday 88). However, in the case of Star Glitz Tools (SGT), it is getting affected largely due to
ineffective communication by managers and increased absenteeism of employees. Ineffective
communication is not letting important matters floated to the workplace. As a result, the
management team has not had the opportunity to communicate business-related changes in an
effective manner. Due to increased absenteeism, there are probabilities that new or fresh hires
might face difficulty in adapting to the organizational culture (Őnday 91).

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The evident gap between the management policies for disciplinary issues and their actual
practice might struggle to encourage new employees remaining highly disciplined. Ineffective
communication is an added issue, as the managers will have limited opportunity to repair the
wrong perception of employees. Newly hired professionals can have an ample number of
questions and queries on how there is high absenteeism in SGT. If managers are not able to
communicate effectively and regularly they will probably lose on the opportunity to keep their
employees engaged in their work (Őnday 87).
Interpretation of the problems using Modern management theory of Organisational
Behaviour
According to the Modern Management theory, the managers should have a proactive
approach towards creating a sense of urgency (Nhema 169). While talking about SGT, they
should create a sense of urgency about two problems to be able to generate a much-needed
organizational commitment. However, the urgency remains unattained from both the managers
and employees. The managers have not yet officially announced the merger with C&E and the
expected change in the company in the future. On the other hand, existing employees have
shown less attentiveness to disciplinary issues like absenteeism (Nhema 172). Adding to these,
existing employees will expectedly be receiving huge work pressure due to increased operations
activity and increasing absenteeism of employees. Existing employees of SGT are not very
happy with the merger between SGT and C&E. The news has somehow floated unofficially in
the workplace. In spite of using feedback sessions to know about the reasons for increasing
absenteeism, SGT looks like being quiet on the issue (Nhema 175). The management is worried
about the fact; however, seems like have destroyed few opportunities by being ineffective with
the communication.

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There is no evidence of a few management essentials in the case study firm SGT. One of
these essentials is benchmarking against the industry’s best practices. Benchmarking is a good
way to compare the selected areas of operations with that of a different company. It helps to
know how other firms handle management issues such as average organizational culture and
increasing disciplinary issue. By benchmarking with the industry’s best, SGT could have reached
to possible solutions for increasing absenteeism and the workplace culture (Doumeingts and
Browne). Moreover, there is no evidence on the fact that SGT promotes employee
empowerment. Employee empowerment boosts intrinsic motivation and so employee
engagement. Some factors badly affect employee empowerment. Allocating less meaningful
tasks to employees is one of these factors (Hanaysha 301). Instead, SGT is forced to ask their
employees to do extra duty due to unavailability of full employee strength on business days.
The Modern Management theory also encourages adopting a systematic approach to
addressing a problem (Nhema 177). SGT has identified a very professional and sound way to
communicate a few important announcements with employees. However, it has been delayed for
no evident reason. As a result, the disinterest among employees regarding their future is growing.
Moreover, the rate of absenteeism is also running out of control. Until and unless the
management team does not adopt a systematic approach towards threating these issues, problems
will continue the effect the productivity of the organization.
4. Options and Evaluations
This section identifies two possible options one each to control the growing employee
absenteeism and the other one to promote an effective organizational culture.

9ORGANIZATION BEHAVIOR
Options
Absenteeism:
There is no best way other than promoting employee engagement to treat increasing
employee absenteeism. Until and unless employees feel an utter connection to their work and the
work environment, the absenteeism will continue to persist. The moment Star Glitz Tools (SGT)
can develop an engaged workforce comprising of both existing and fresh hires, the rate of
absenteeism will be under control (Graban). Employee engagement and organizational
commitment can be fostered in various ways. SGT should keep a good track of employee
absenteeism to adopt suitable absenteeism controlling strategy. These are setting clear
expectations with employees, practicing a structured process to reward god performance and
providing empathetic support to employees (Graban). There is a need to set clear expectations
with absenteeism and consequences of exceeding the expectations, to provide empathetic support
to employees to keep them motivated to work and recognizing good performance with
appropriate benefits.
Organisational Culture:
One of the best ways to develop an ideal workplace culture is to maintain consistent
communication between the management team and employees (Sloberg and Nilsson). Luckily,
the team of managers in Star Glitz Tools (SGT)was fortunate to have identified various
communication modes such as emails and the company’s bulletin board. However, it appears
from the case study that the approach is more reactive than proactive. The management team has
reached this consensus after identifying the growing employee absenteeism and growing
disinterest for the business practice of SGT.

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Now, there is a need to implement the communication plan on an urgent basis to avoid
further damages done to the organizations' productivity. Effective communication can prove to
be profitable for SGT in numerous ways. Effective communication will not leave any room for
negative perception in employees. Rather, they will be able to know things and can ask any
queries. Their queries will be answered expertly and real-time (Sloberg and Nilsson).The
managers will have information on employees not turning to work. This will help in task
allocation and finding available resources to take care of the additional work pressure.
Importantly, the latest business news will be floated to employees in all possible ways leading to
reduced uncertainties regarding a management decision.
Evaluation
Absenteeism:
Employee engagement was being recognized as a possible solution to reduce employee
absenteeism. Now, there is a need to evaluate whether employee engagement is a potential
option.
Employee engagement could result in many positive outcomes such as greater employee
commitment. Nothing can be more pleasing than the employee commitment to work to the
management team. An engaged workforce will not just improve his or her performance but will
also give valuable input to a management decision (Sloberg and Nilsson). Star Glitz Tools (SGT)
has received negative reviews from a few employees on its latest business-related moves. By
being able to develop an engaged workforce they will be able to avoid such issues in the future.
An engaged workforce will result in increased productivity. This will influence the individual's
as well as of the organizations' productivity (Sloberg and Nilsson). By being a productive

11ORGANIZATION BEHAVIOR
organization, SGT will have access to the required resources and will possess capabilities to deal
more effectively with management issues. Increased productivity will also influence the
employee turnover rate. Hence, SGT will have high employee retention rate by having an
engaged workforce (Sloberg and Nilsson).
However, an engaged workforce will be productive only if there is effective
communication at the organizational level. SGT will need to work upon its communication
efficiency in quick times to be able to make an impact with an engaged workforce.
Organisational Culture:
Positive workplace culture will improve productivity for SGT. The culture will produce
employees having sound control over their strategic career goals. These employees will be able
to align their practices with organizational strategic goals and objectives. Moreover, their work
efficiency will grow, which could be very vital from the perspective of SGT (Elsmore). An
improved and positive organizational culture will also benefit SGT by promoting its positive
image. Customers know a brand by its range of products and services. Employees are an
essential part of the service delivery section. They deliver service either by interacting directly
with employees in a polite manner or by working intelligently to produce valuable products
(Elsmore).
One of the disadvantages of developing a positive organizational culture is a fact that the
process is very time consuming and requires a huge investment. Investment should not be a
burden for SGT considering their solid current financial status as revealed in the case study.
However, time could be a concern for SGT, as they have already lost too many things such as

12ORGANIZATION BEHAVIOR
high employee absenteeism and increasing employee turnover. Indeed, SGT would want such
things to repair on a quick note (Killett et al. 172).
5. Recommendations and Implementation
Recommendations:
Various ways can be used to implement employee engagement in Star Glitz Tools (SGT).
However, the management team is recommended to give more focus on honest feedback
sessions (Qian et al. 2689). The management will be able to gather a set of factors, which are
motivating as well as demotivating to employees. However, honest feedback sessions would not
alone help in controlling existing and as well as probable future challenges. The pieces of
information thus obtained from such sessions should also be acted upon honestly to a feasible
extent. Until and unless the feedbacks have been considered seriously, the management team at
SGT will not be able to gain employees trust on them. To implement employee engagement
effectively with the help of employee feedback, the managers should necessarily act upon the
feedback. For example, SGT faces growing employee absenteeism. A less friendly working
environment is the one reason behind the growing employee absenteeism rate. To be able to gain
employee trust, the managers at SGT should necessarily implement a strategy to promote a
healthy working environment. Honest employee feedback will help to identify the possible
means of creating and practicing a healthy working environment.
A positive organizational culture can be developed by ensuring consistent
communication with employees. The managers at SGT have not been in healthy communication
with employees. Indeed, there is a need for healthy communication between the management
team and employees. Frequent open-ended sessions with employees will help the managers to

13ORGANIZATION BEHAVIOR
identify the problems faced by them and positive ways through which to resolve their issues
(Osborne). The management team at SGT should seriously address the findings of such sessions
to gain employee trust and develop a healthy bonding with them. Until and unless the managers
and the employees are not into effective bonding, the management problems such as high
employee absenteeism will continue to persist. Frequent sessions will also enable the managers
to know about the possible changes, which the management should consider to create a healthy
workplace culture. The management team should be able to identify the areas to improve. For
this, the managers will require brainstorming between ideas as generated in a board meeting and
received from employees during a session with them.
Implementation:
Employee Engagement:
A committed or engaged workforce is not developed within just a few days. Rather, this
is a long-term process. There is a need for a positive and long-term association between the
management team at SGT and the employees. If this could happen, the company will gradually
move towards developing and maintaining an engaged workforce. Hence, the implementation
process will involve the management team, decision-makers, employees and other relevant
stakeholders (Bourne). Decision-makers will contribute by approving and providing adequate
support to a potential strategy. The management team will be able to contribute by working
closely with employees such as in the form of honest feedback sessions to happen on an
occasional basis. The employees can contribute by honestly following the workplace etiquettes
and working collaboratively with managers.
Organisational Culture:

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To promote a positive organizational culture there is a need to conduct frequent open-
ended sessions with employees. This activity can be practiced with a productive collaboration
between the managers and employees (Kaini). The managers can contribute by creatively asking
relevant questions, so that; employees do not feel hesitant in sharing their feedbacks. The
employees will have a role to be vocal instead of being silent. By being vocal in an appropriate
manner, they will be able to supply effective feedback to the managers.
6. Closing Argument
Therefore, it can be concluded that Star Glitz Tools (SGT) is suffering from severe
problems in the form of growing employee absenteeism and ineffective organizational culture.
The rate of employee absenteeism is becoming a huge issue for the company. There is a need to
control the rate of absenteeism on a quick note to be able to support a few business-related
changes in the future. The change is, of course, happening in the form of a merger with C&E and
needs to hire fresh professionals. Besides, ineffective organizational culture is hampering the
productivity of employees as well as of SGT. The study recommends two options to fight with
these problems. It suggests employee engagement fight the growing employee absenteeism.
Moreover, it suggests establishing a consistent communication between the management team
and employees to fight with the ineffective organizational culture. The study suggests going for
occasional honest feedback sessions with employees to implement employee engagement.
Employee engagement as indicated in this study requires collaboration between the decision-
makers, the managers and employees. Effective organizational culture can be promoted with a
collaborative approach involving managers and employees.

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