HRES1101 Winter 2020: Organizational Effectiveness Case Study

This case study analyzes the organizational effectiveness and workplace culture of "Two Men and a Truck International," a franchise-based moving company. The analysis addresses key aspects such as leadership styles, including entrepreneurial and bureaucratic approaches, and how these impact the company's success. The case study examines risk-taking tendencies, the introduction of formal processes, and the institutionalization of culture through various tactics. Furthermore, it investigates the strategies employed to maintain employee motivation and commitment, including programs like the Earned Sabbatical Program, and how these efforts contribute to achieving organizational goals. The provided solution answers questions regarding entrepreneurship, bureaucratic leadership, cultural institutionalization, and employee motivation within the context of the case study.

RUNNING HEAD: ORGANIZATIONAL EFFECTIVENESS AND WORKPLACE CULTURE 0
2020
Organizational Effectiveness and Workplace Culture
Student’s Details-

ORGANIZATIONAL EFFECTIVENESS AND WORKPLACE CULTURE 1
Question 1
Entrepreneurship is largely related with the risks taking tendency. Also, this requires the
leader to be innovative which demonstrates the capacity of the firm to get the profits with the
entrepreneurial ability (Zahra, 2018). Moreover, Mary Ellen as the CEO of Two men and a
Truck International has shown her entrepreneurial ability through her buying of new truck which
was also a risk-taking action that she made while running the business on her own along with her
two sons. Also, she has been running the franchisee on the basis of her skills and abilities by
looking for new opportunities to do the business that shows her entrepreneurship skills and
abilities.
Question 2
The leadership under the bureaucratic procedure involves the hierarchical system of
accountability and the responsibility. Also, the leadership requires to use the formal rules and is
impersonal which binds the people with the professional relationships (Muellerleile &
Robertson, 2018). The leadership approach for Marry was bureaucratic as she has always
focused on the professionalism into her business. When working with her sons she gives the pay
to them as per their hard work and contribution to the business. Joe and Elmer were her two
movers who work for her. She charged $25 per hour from the customers and out of which she
gave the $10 per hour to the two men. This shows her rational bureaucratic approach as she
always focused on maintaining the professional relationship with the movers irrespective of the
fact that they were her children.

ORGANIZATIONAL EFFECTIVENESS AND WORKPLACE CULTURE 2
Question 3
Institutionalization of the workplace culture requires the assessment of the problem and
determining the need for making the change. This can take place in the form of the changes or
improvements in the senior management for the organizational effectiveness (Angouri, 2018).
Moreover, when Melanie was appointed to run the day to day operations of the company, she
had institutionalized the system through the introducing of formal control over the franchise
system. She personally visited every franchise and ensured the timely payments of royalty. This
formal change has brought loyalty rate from 4% to 6%. These changes certainly created the
brand value and led to the firm’s effectiveness.
Question 4
Maintaining of level of motivation and their commitment towards the organization is
essential. Also, the motivated employees are expected to provide enhanced performance which
can lead to the overall effectiveness of the organization. Therefore, the organization promotes
and sustains the employee’s motivation for keeping them energized and also focused on the
achievement of the organizational goals (Lăzăroiu, 2015). Similarly, TMT works upon the
employee motivation through the Earned Sabbatical Program which is initiated by Melanie for
rewarding of the employees who have been working with the company from the past six years.
This program was for all full-time employees for building the level energy and enthusiasm by
being committed to the business goals and satisfying the expectations of the customers. The firm
arranges staff meetings on weekly basis for improving the productivity.

ORGANIZATIONAL EFFECTIVENESS AND WORKPLACE CULTURE 3
References
Angouri, J. (2018). Culture, discourse, and the workplace. Routledge.
Lăzăroiu, G. (2015). Employee motivation and job performance. Linguistic and Philosophical
Investigations, 14, 97-102.
Muellerleile, C., & Robertson, S. (2018). Digital weberianism: bureaucracy, information, and the
techno-rationality of neoliberal capitalism. Indiana Journal of Global Legal Studies,
25(1), 187-216.
Zahra, S. (2018). Entrepreneurial risk taking in family firms: The wellspring of the regenerative
capability. Family Business Review, 31(2), 216-226.