David Ortan Plc Case Study Essay

1.1.David Orton Plc A brief over think of fusion of Orton crowd and CostwiseDavid Orton Plc was a turn up of uniting when Orton group, distinguish British Food retailer Company, acquired Costwise Company in 2005. British CC (competition commission) had reservations at this mighty approach of merger as companies were independently huge retailers already and their reservation was roughly substantial. The outcome of merger could obviously be a huge monopolise and was evidently aimed at controlling the large market sh are. The fear displace in commissions stance that the result of merger leave ultimately monopolize received areas of the region. Nevertheless, it took substantial time to achieve this mark as costwise had recognised since very beginning that two companies differ in structure and size therefore it all(a)ow take sooner a while to feel the mend physically.The impression of this merger permit cater members of some(prenominal) companies to feel uncertain and unc omfortable, especially of costwise governance and they feared that each connection get out be swallowed by the separate. Motivational problems think with finance were of major importance to employees of two companies and here too, employees of costwise tended to complain much. The senior counselling and decision maker members of costwise confederacy sought to gather and discuss at large weaknesses and strengths of the organisation on realizing that employees attitude and perception toward merger could defend substantial impact on troupes performance. This opposition cleared company and its employees view of the desired merger and future of company was discussed by oversight power (Huczynski, A. & Buchanan, D., 2007).1.2.Motivational state of employeesThe mental faculty at costwise was more(prenominal) inadequately motivated towards the merger for the most part as capableness is intricately linked with the interrogative of indigence. Some of the employees concerns were included salaries issues, intangible rewards, apprehensions, collateral benefits and recognition and so onwhich were being remiss by the higher forethought. Employees were as well up of the view that costwise company didnt develop them a chance to flourish andgrow. They werent given deserving opportunities including measures and forwarding which otherwise would help them to grow tithing the frame survive of the organisation. Conversely, management thought that employees reduced performance has actuateed the overall performance of the organisation as a whole. The organisation gave much quality of supervision, interpersonal relations, and efficient arrangement of regulation and policies of the company.Recognition for outstanding performances, advancement to upper level of tasks and roughly other general interests of employees were kept low on the other hand. Employees were surround to grow at slow pace as limited or no training programs were carried out by companys ma nagement frankincense affecting the overall performance of the employees (Mullins, L., 2007). There were, nevertheless almost factors which were being appreciated by the employees and which had a direct, progressive affect on employees pauperization level. Those factors include palpate of interaction, loyalty and trust and chemistry betwixt employees and management which led each party to realise organisational problems occurring within the organisation. The experience of interaction and utmost respect of mold were prudent to increase employees deterrent example and a practice of trust and loyalty among them could be seen through card (Kelley, H.H., 1999)1.3.Attitudes and Perception of the employeesIn any much(prenominal) situation, there are likely situations where attitudes and perceptions of the associated employees change drastically. One of the obvious attitudes that could be expected from employees is their felling of low self-importance worth. This feeling is proba ble and any person associated with a company which is issue to merge up with other company of twice its size advise pee it. This circumstance, however, could result in employees reduced level of efforts and sometimes designedly withholding efforts. Poor performance and question give the bounce be surmise in this slickness which organisations are required to reduce or frustrate ready for the aftermath. Employees withdrawal of their commitment to escape undersurface seriously upon the stability and competitive advantage it earned during the time therefore managers obligate to take the responsibility and devise action plan to waive shoot much(prenominal) situations (Myers, D., 2005)The employees are supposed to realise alarming beliefs and questionable attitudes toward the merger and if those attitudes do not get properly managed, it will badly affect the companys performance. The most questionable attitude in this baptistery could be employees perception toward manag ement decisions as it could a sense of uncertainty within them. They become more sensitive to their future as any uncertain thought about companys decisions and actions could let them thin that their job is at stake. Thus staff turnover is quite probable as no employee could thrive in uncertain get going environments. Differences in opinions, either professional or technical could also result in employees frustration and create angry attitude resulted by genuine act as complaints (Nelson, D. & Quick, J., 2006)1.4.Resultant effectsResultant effects which much(prenominal) attitudes flush toilet have may include employees self-centeredness, their insensitivity to other people, their constant attention and certification seeking deportment which could confront to abrupt in some cases. need of cooperation, failure to follow regulations and rules at contribute and absenteeism could be some results and forms of attitudes which costwise company can expect from its employees. It will be of utmost responsibility of brand- bran-new management to reassure the employees of costwise that they are fundamental assets of the organisation and they have to adequately motivate the employees in best thinkable manner. It is quite obvious that employees will act in circumstances which dictate their perception of situations. In this scenario, motivation will dictate their perception of jobs.It is also probable that employees of any company compare themselves and their positions with their counterparts and feel a sense of inferiority. Supervisory perception could also be expected for example costwise managers will feel uncomfortable to lap up under supervision of Ortons management if any such scenario happens. This will only increase the problem for the costwise organisation and it will also deem for bad perception of merger in vicinity of strong factors arousing uncertainty among costwise employees (Buchanan, D. & Huczynski, A., 2004) Self-perceived insufficiencies in com parison to former Ortan organisation are resultant from reasons of differences in development and susceptibility and the suspicion that ultimatelyresults in lack of equity. competitor of resources is another perception that has strong effect on employees attitudes of both companies as it will capture discrimination since Ortan employees are in better positions than costwise thus they are more likely to obtain benefits and resources such as honorarium increments and training programs . In this case, employees of costwise will obviously feel inadequately correct and benefited even before the merger. This threat, either real or illusionary, is suppose to cause deep-rooted problems as all such scenarios are directly related with human psychology (Daus, 1997).1.5.Main issues faced by senior managersComplex trim environments and due to some other demographic and technological changes and innovations, senior managers have now augmented responsibility of supervising staff and employees of any organisation. obviously the most important task is to increase the employees performance thus increase overall performance of the organisation. In a case where employees attitudes toward work have been exacerbated by above mentioned factors and attributes, senior managers have to work unassailable in order to obtain their objective. They need to get employees back to work with full enthusiasm which will help them in scoring tasks and meeting deadlines. There are those employees who want to be supervised, some of them feel certain insecurities, and some feel companys decisions as threatening their future. Managers are therefore needed to address such issues within the organisation and purport sustainable solutions (Kanigel, R., 1997)Employees unethical behaviour is another serious issue which requires mangers to taken care of. Some employees, who are satisfied by the policies and decisions of the organisation, tend to overlook rules and regulations set by the management. They compromise on the delivery and quality of work thus affecting organisation and its outer world relationships. The scrap of such employees commitment and motivation is one difficult task which managers at both organisations have to carry out. This can, however, be solved by taking easy steps which first include assessment of the behaviours and attitudes of such employees and of those factors which are responsible for such behaviours and attitudes. For example, a clear observation of the case studysuggests that employees at both organisations werent happy for their salary compensations.They in fact appoint it unsatisfactory that some employees of some departments are getting higher takings whereas some other deserving staff members have not been equilibrate by the organisation adequately. They had another concern that organisations failed to address their social, unrestrained, psychological and paying attention concerns. Obviously mangers do have the responsibility to take care of such issues if organisations want to increase the motivation of employees (Kinicki, A. & Kreitner, R., 2006) Culture, gender, sexual orientation and religion etc. are dominated by the diverse workforce by whom both organisations operate.This diverse workforce thus engenders complexities and challenges for the management as minds of employees are by nature discriminated. These employees do have strong impact on other staff members thus senior managers are more likely to deal with intriguing circumstances. Rewards, appreciation, recognition and especially balancing and equal treatment are such tools which can be highly useful in fighting equivalent challenges. Employees interaction has to be monitored by the management and with advancement of telecommunication the challenge has become strong and important. They have to devise solutions that effectively control this thought-provoking situation since employee privacy has already been restricted in several vault of heavens (Gentile, M. C., 1996).2.Critical abstract of the studyEffective management of organisational behaviour is somewhat critical and requires the management to effectively examine the sources of motivation, group modulate and job design among other things. It inevitably to define behaviour modification procedures which will help the assimilator to realise and appreciate the direct connection between organisational behaviour and possible consequences of it. Positive reinforcement is an effective tool which includes administrating sentencing on bad or negative behaviour and rewarding good or positive behaviour. The X and Y theories of Douglas McGregor play vital role in effective management of behaviours. Theory X involves the style of rather authoritarian management which recommends that coercion with help of application of threats upon case-by-case is effective as an average individual detests work. The theory also argues about consummationof organisational objectives through let ting individuals refer about it as an average individual doesnt like to have responsibility and rather prefer to be secure at all cost.Participative management theory or Theory Y stipulates that individuals are mainly self-directed thus they will have to take the responsibility. According to Douglas McGregor, The capacity to employ creative thinking and imagination is widely spread throughout individuals thus capacity and intelligence is partly utilised by the industry. talent to possess responsibility and self-direction drives individuals to obtain organisational objectives (Robinson, G., and K. Dechant, 1997) The above discussed theory can be utilised in developing reward schemes and policies for staff members by rewarding those employees with benefits who perform well and grueling those who show bad behaviour and retain poor performances. By implementing this model, employees at David Orton Plc will be more obliged to work hard and return considerable benefits for the organisa tion in their quest to rewards, promotions, incentives and other forms of recognitions.Another effective methodology in this adherence could be the Content theory which deals mainly n the area of individuals requirements and demands. These requirements can be broken down further into their primary requirements such as food, clothing, shelter etc. and their secondary requirements such as desire of power, achievement among colleagues, approval and love etc. It is however critical to locate the influence over behaviour by these requirements. The influence by primary needs is easy to understand and identify but influence by secondary requirements on behaviour varies by certain factors and is difficult o understand. The power structure of needs theory by Abraham Maslow tends to explain the requirements which could possibly affect the attitudes and behaviours of individuals work under the organisational modelling (Larbi, G., 2006)Self-actualisation is needed to get managed against abov e mentioned background by investing in an effective, creative and challenging work place environment. Promotions, independence, flexibleness and providence of bigger responsibilities are among some factors which can be utilise to boost esteem if managed well. Lower level requirements including social, psychological and security requirements can be efficaciously managed by procuring safe working conditions, friendly work atmosphere and reasonableand suitable work hours. Therefore the theory of Maslow or theory of hierarchy of needs can be applied to the case of merger, David Orton Plc which observes dissatisfaction among its employees over inadequate pay structure, lack of recognition and other social, emotional and psychological wants. This theory can be effectively applied by management by sufficiently increasing employees allowances, rewards, salaries and give them an overall well being in their areas of complaints (Larbi, G., 2006)3.ConclusionConcluding, organisational behaviour seems to resolve around peoples perception, their power to act feel under organised settings. The organisational complexities occurring within the framework of an organisation need associated management and senior executives to evaluate key behavioral factors which dominate the system. They have to examine the reasons behind such factors and once they succeeded in identification, they got to develop sustainable strategies and plans to tackle organisational behaviour problems. Any solution aiming at increase performance by the employee will result in increased performance of the organisation. For this, management needs to realize employees that their talents are being accept and to compensate them with adequate resources, pays and secondary benefits so that they could overcome the sense of terrorise uncertainty and work hard for the goodness of their own and the organisation.Ensuring sufficient motivation among employees is one thing but managing this motivation all along is anot her yet a difficult challenge for the organisation. Strategies aimed at actively elevation the development and growth of the employees will only make sure that their capacity and motivation is developed. An organisation flourishes when management succeeds in developing and establishing a dodging which ensures employees that their received salary is linked with their performance and that their expectations towards their compensation against work do will be adequately rewarded.If employees lost interest in work and what they do at the organisation, nothing could prevent organisation from failure and frugal devastation therefore enriching jobs will help widely in developing employees interest in their jobs they will feel enchanted to have something more than a jobwhich rewards them with a paycheck and it surly is a great thing. To instill such strategies into organisational framework, organisations are needed to assess behaviours and issues related with employees and declare ones elf better solutions for them.ReferencesBuchanan, D. & Huczynski, A. (2004) Organisational Behaviour An Introductory Text, 5th ed., Harlow FT/Prentice pressure groupDaus (1997). 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