This is a case from Supervision Today 7th edition. It needs a brief paragraph of

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This is a case from Supervision Today 7th edition. It needs a brief paragraph of premise and then the answered questions. Thanks.

enapp l Happy Employees Mai ductive Employees." Summarize the key poin article and relate the focus to motivating min wage employees t l make me im the extra effort at work? THINKING CRITICALLY several jobs altogether. In fact, by reducing pay levels Case 8-A: Unequal Pay for Equal Work layoffs could be prevented. What happened next was The new world economic order has changed the work clearly not the reaction anyone expected environment for employees over the past decade. Com resulting in Employees did change their behaviors and attitudes toward the company. Sure, they were disgruntled, but they did more than complain. Employees began stealing nies have restructured jobs and processes, pa thousands of workers being laid off. For the luckier ones ho remain employed, pay levels have either held constant from the company. Anything and everything that they veral years (no raises given), or worse, pay has been could take was looted. In fact, in two of the three plants, cut. What effect has this had on employee motivation?theft skyrocketed to unprecedented levels. One researcher explored that question. The study reviewed the practices of three plants of a large Midwest manufacturing organization. Not unlike many manu- acturing companies, this organization was struggling to survive. In an effort to do so, the company decided, among other things, to implement pay cuts for all its employees. No one expected workers to be happy about making RESPONDING TO THE CASE 1. Describe the behaviors (stealing) by these employees in terms of (a) their needs, (b) the organization's effect on them, (c) equating their inputs and outcomes, and (d) what employees expect from their employer. money. However, it was the supervisors' perception 2. What do you believe supervisors could have done a pay cut would cause less harm than eliminating differently to avert this "potential" problem Case 8-B: Doldrums in the Dental Office s happy to achieve her Associate Degree in with an emphasis in children's prophylaxis. children would still need to have their teet parents would work to ensure the hoalth ed and hildren ily felt east, she had a job that made her family happy so her job was recession proof r back about a career. Her mom and that a job in the medical prof constantly pointed out that even during hard times and oth

Explanation / Answer

In the new world economic has changed the work environment for the employs as the company have reduced the wages and at the same time they have kept the money on hold for those employee also who have been working from a longer time in the company this has affected the employees a lot due to which they started to steel and do whatever they wanted to do

Employee theft is costly to any business, especially to big retail chain organizations. This research is to study the perception of retail employees on the impact of the individual and organizational factors contributing to workplace theft behavior in supermarkets in Malaysia and to study the mediating effect of intention to steal and the moderating effect of internal control systems. The results proved that individual and organizational factors do influence workplace theft behavior. It is also established that internal control systems moderate the relationship between the intention to steal and workplace theft behavior.

(B)Organization Behavior

The effect that the organization had on the employees can be seen in terms of hygiene factors. Since the organization cut the pay of all the employees, they became highly dissatisfied and most likely felt that the company did not care about them. Since the employees felt that they weren’t cared for, they simply began taking what they could because they stopped caring about the company and their work.

C) Equating their inputs and out comes

CNC refers to behaviors through which employees follow their own course of action in order to optimally pursue work related goals. This occurs even if it implies breaking rules and conventions or compromising social relationships. Examples of CNC behavior are ignoring advice from colleagues when this advice is considered to be inefficient, or violating work procedures that hinder work goals. CNC is one way for employees to fulfill their work duties despite job constraints such as completing tasks they do not enjoy and having conflict with colleagues organizational constraints like rules and prescribed procedures We suggest that CNC moderates the link between both types of constraints and creativity, such that when people engage in CNC behaviors, constraints are a positive predictor of creativity. Further, we propose that CNC has a direct effect on triggering creativity due to its similarity with deviant behaviors.

(D)What do employs expect from employers?

Employee satisfaction and motivation are very important factors to develop a successful business in modern era. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Employees always desire to get some expectations from their organization which helps them to set their mind for the growth of the company and bring the satisfaction. Now a day’s many business sectors are trying to fulfill employees expectations by providing good workplace as well as other benefits. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace. Employees have their own expectations, and if those expectations aren't met, some of the employer's best soldiers will eventually look elsewhere. Even if they're soliciting feedback, social dynamics can obscure the responses. The critical factor with employee satisfaction is that satisfied employees must do the job and make the contributions that the employer needs. If they don't, all that the employer does to provide an environment that satisfies employees is for naught.

While individual employees may not always be vocal about their expectations, several studies have focused in on what employees really want in the modern business world or from their corporate company. If an employer wants to improve employees engagement and retention, s/he'll need both a deeper understanding of employee expectations, and modern business best practices that fulfill them.

SHRM's recent Employee Job Satisfaction and Engagement Report reveals that in 2014, the top five contributors to job satisfaction were:

What do you believe supervisors could have done differently to avert this potential problem?

The supervisors could just layoff those with less time working at the company and those who doesn’t do a good job and keep those with good performance and those who have good personality. With those who are being layoff, the supervisors should arrange a meeting with a persuadable speech. Like, we will call you guy back to work when the company back on the feet and other things that make them feel good so other employees that they kept won’t be to panic that they are going to be next.

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