GROUP-3 CASE STUDY UNDER CHAPTER TH

GROUP-3
CASE STUDY UNDER CHAPTER THREE
(The Environment and Corporate Culture)

PRESENTATION OUTLINE:

Mohammed Jemal, will present the introduction part of the case study.
Amare Agegnehu, will present Question No. 1; What environmental factors have helped to create the situation Jasper Henning's faces? What factors does Jasper need to consider when deciding on his course of action?
Iman Beyan and Wondwosen H/Miechel, will present Question No. 2; Analyzing Rio Grande’s culture values and beliefs, what other subconscious values and beliefs do you detect? Are conflicting values present? When values are in conflict, how would you decide which ones take precedence?
Berhanu Haile, will present Question No.3A which is part of question no.3; Assume you are Jasper. What are the first two action steps you would take to handle the Henery Darger situation? How would your role as a cultural leader influence your decision?
Solomon Amsalu, will present Question No.3B which is part of question no.3; What message will your solution send to the other managers and rank-and- file employees? And the Summary part of the case study.




CASES FOR CRITICAL ANALYSIS

Introduction
The company’s worker including the top management were using the internet for their personal purpose, even they can access friends e-mail without limitation. Having this in mind and using Texas performance as bench-mark, he forwards the internet use policy to Rio Grande Supply Company. This was happened without communicating to the employees.
The policy allowed for internet access is only for business related activities. But the management has the right to access to any one e-mail, and he has also installed new software to short cut the system.
Now things are becoming very series, disciplinary actions has developed were including possible termination. Soon after implementation, seeing one of the lady accessed to another worker’s e-mail were dismissed by the chief Henry Darger.
But, it was not accepted by her because the step action has taken and procedure may not sequential. Again the president hinder to the decision, he has tried to gather information and found his chief on the same time he was also attached himself to pornography.
Now, the president was in problem because he doesn’t want to loss Henry Dargen and want to treat him differently.


THE POSSIBLE ANSWERS WE HAS PROPOSED

For Question No. 1A; What environmental factors have helped to create the situation Jasper Henning face?
The environmental factors that helped J.Henning to face the described situation are the -internal environment factors or corporate culture.
Our perception to J. Henning on management of the company, as a president of the organization he is the most responsible body to the company, before directly imitating the culture of Texas wholesale plumbing supply company, J.Henning needs to seek and plan how to implement the new culture to the existing Rio Grande supply company, without affecting the employee norm, values, and belief. As we have read the case, he simply has personal pride of Texas wholesale plumping supply culture. To acquire this culture as bench mark is good, but priority should be given to assess the internal environment factors. The employee awareness creation is one of the tools in order to understand the new cultural values to change in to practice. He was needs to articulate a vision for the organizational culture that employees can believe in.
He did not care and think a moment about the integrity, honesty and respect to each individual employee, rather than empowering the employee to make their own decision simply by believing his management he has expected to improve the business by giving due attention only to performance. As a top manager he must follow day to day activities that reinforce the cultural vision. Actions speak louder than words. Values statements that are not reinforced by management behavior are meaningless or even harmful for employees and the organization communication respect, and integrity. Putting the values of equality, team work, participation is vital to implement new working culture or changes. Still as the president of the company he needs to uphold his commitment to values during difficult times.

Question No.1B; What factors does Jasper need to consider when deciding in his course of action?
Recognize the ways in which he adapts cultural values as well as the whole corporate culture observed in the organization, will impact positively.
Since what is existed in the company is cultural crisis, he should identify the company’s internal cultural environment and cultural consistency and its adoptability, i.e., things concerned with:-
Involvement culture- which gives emphasis to the involvement and participation of employees to rapidly adapt to changing needs from the environment.
Consistency culture-focuses on using of internal focus and consistency orientation for stable environment.

Question No. 2A; Analyze Riogrande’s culture. In addition to the expressed cultural value and believes, what other sub conscious value and believe do you detect?
In the company there was task oriented employees and the company could be seen the culture from different perspective. But, the problem that has faced to company is not expressed from their performance perspective. We assumed that the employee has no problems in contribution of their duty regarding their respected job. So then, it didn’t express someone who was fired because of his or her performance.
Even though the management has provided some right to access on what employees did on the internet, and to take action on those employees who violate the rule of the organization; but it is only Darger, the chief of the company, who solely take action on employee for the illegal thing they performed. This implies weak internal communication and absence of discussion between the leader and the workforce.
In addition to the expressed cultural value and believes the subconscious cultures we detect are:-
Suspicion, mistrust or disbelieve- because of the suspicion of employees one another, by violating the settled rule of the organization, for instance accessing one’s e-mail without the knowledge of the others.
Misusing of organization resource
Ambiguity or vagueness- the expressed values (honesty, integrity and respect) that are expected by J.Henning to be addressed by his management team was not in implementation.
Lack of transparency
The management itself is not a cultural leader/managers talk the talk rather than walk the talk(H. Darger)
Fear of employees that is the work force is not extrovert due to lack of involvement culture, in addition inequality and lack of flexibility manifests the company.

Question No.2B; Are conflicting values present? Yes. When values are in conflict, how would you decide which one take first?
Values that are conflicting in our case refer to those internal values that are contradicting. When values are in conflict, it creates a negative consequence both to the employer and to the employees. Because, if due to the conflicting values, the employer gives warning, termination and the like, it creates discouragement to the workforce and employees lack to be motivated to use their maximum effort.
If due to the conflicting internal values turn over or employee dismissed is increasing, it is cost to the organization,i.e. cost of hiring new employee which in turn leads to other additional costs like training and time costs, and cost of firing the previous employee
Therefore organization needs to set their values based up on the organizational mission and vision by participating the workforce regardless of their ranks, democratically. So then when values are in conflict, those values that coincide with the objective of the organization or in other words those values that create positive impact in productivity of the organization should take the first grade. Since everyone is there, because of the presence of the organization.
For instance: values such as workforce empowerment in decision making, transparency, indiscrimination and the like are possibly fruitful for both parties, and values related to weak communication, hidden promotion, only targeting to profit with exploitation of employees deteriorates the good will of the organization. In such turbulent time, the focus of the organization is not only profit oriented, rather it is holistic which focus on employees as well as customers.
Question No.3; Assume you are Jasper what are the first two action steeps you would take to handle the Henery Darger situation? How would your role as a cultural leader to influence your decision? What message will your solution send to the 0ther managers and rank and file employees?
Aliening corporate culture with organization strategy, motivation of work force, and organizational culture should be flexible.
Build democratic culture based on open information and employee participation, transparency, involvement and indiscrimination.
Our roles as a cultural leader are:
To define and articulate important values,
To enhance communication in order to create participation and get involvement of the respected employees,
Acting in the front line i.e. playing exemplary role in order the culture implemented or performed by others because action speaks lauder than words, and
Making continuous assessment and supervision in order to get feedback for corrective actions.

Our massage to others (others managers and rank and file employee) corporate culture should coincide with the organization mission and vision, the motivation of employee and productivity, increasing participation and fairness. Additionally, managers have to be role models to the organization and creating conducive environment for employee to use internet free at break time.

Conclusion
A culture shapes what the organization seems behave because culture encompasses the work

Hasil (Bahasa Indonesia) 1:

GRUP-3 STUDI KASUS DI BAWAH BAB TIGA(Lingkungan dan budaya perusahaan)GARIS BESAR PRESENTASI:Mohammed Jemal, akan hadir bagian pendahuluan dari studi kasus.Amare Agegnehu, akan hadir pertanyaan No. 1; Faktor-faktor lingkungan apa telah membantu untuk membuat situasi Jasper Henning wajah? Faktor-faktor apa yang perlu Jasper untuk mempertimbangkan ketika memutuskan pada nya tentu saja tindakan? Iman Beyan dan Wondwosen H/Miechel, akan hadir pertanyaan No. 2; Menganalisis Rio Grande nilai-nilai budaya dan keyakinan, apa nilai-nilai bawah sadar dan keyakinan Anda mendeteksi? Ada nilai-nilai saling bertentangan? Ketika nilai-nilai dalam konflik, bagaimana Anda akan memutuskan mana yang diutamakan? Berhanu Haile, akan hadir pertanyaan No.3A yang merupakan bagian dari pertanyaan no.3; Menganggap Anda Jasper. Apa yang pertama dua langkah-langkah Anda akan ambil untuk menangani situasi Henery Darger? Bagaimana peran Anda sebagai pemimpin budaya akan mempengaruhi keputusan Anda? Solomon Amsalu, akan hadir pertanyaan No.3B yang merupakan bagian dari pertanyaan no.3; Apa pesan akan solusi Anda kirim ke manajer dan peringkat-dan-file karyawan lain? Dan bagian ringkasan studi kasus. KASUS UNTUK ANALISIS KRITISPendahuluanPekerja perusahaan termasuk manajemen puncak menggunakan internet untuk tujuan pribadi mereka, bahkan mereka dapat mengakses e-mail teman tanpa batasan. Memiliki pemikiran ini dan menggunakan Texas kinerja sebagai bangku-mark, ia meneruskan kebijakan penggunaan internet ke Rio Grande pasokan perusahaan. Hal ini terjadi tanpa berkomunikasi dengan karyawan.Kebijakan yang diperbolehkan untuk akses internet adalah hanya untuk bisnis aktivitas terkait. Tetapi manajemen memiliki hak untuk mengakses e-mail yang satu, dan ia telah juga menginstal perangkat lunak baru untuk memotong pendek sistem. Sekarang hal-hal yang menjadi sangat seri, tindakan disipliner telah mengembangkan yang termasuk pemutusan mungkin. Segera setelah implementasi, melihat salah satu wanita diakses untuk pekerja lain e-mail dipecat oleh Henry Darger kepala. Namun, itu tidak diterima oleh dia karena tindakan langkah telah diambil dan prosedur mungkin tidak berurutan. Sekali lagi Presiden menghalangi keputusan, dia mencoba untuk mengumpulkan informasi dan menemukan kepala Nya pada saat yang sama ia juga dilampirkan dirinya pornografi. Sekarang, Presiden adalah dalam masalah karena dia tidak ingin kehilangan Henry Dargen dan ingin memperlakukan dia berbeda.KEMUNGKINAN JAWABAN YANG KITA TELAH MENGUSULKANUntuk pertanyaan No. 1A; Faktor-faktor lingkungan apa telah membantu untuk membuat situasi Jasper Henning wajah?Faktor-faktor lingkungan yang membantu J.Henning untuk menghadapi situasi dijelaskan lingkungan - internal faktor atau budaya perusahaan.Persepsi kita untuk J. Henning manajemen perusahaan sebagai Presiden organisasi Dialah tubuh paling bertanggung jawab untuk perusahaan, sebelum langsung meniru budaya Texas Grosir pipa pasokan perusahaan, J.Henning kebutuhan untuk mencari dan rencana bagaimana menerapkan budaya baru untuk Rio Grande pasokan perusahaan yang ada, tanpa mempengaruhi karyawan norma, nilai, dan kepercayaan. Seperti kita telah membaca kasus, dia hanya memiliki kebanggaan pribadi Texas Grosir menepuk-nepuk pasokan budaya. Untuk memperoleh budaya ini sebagai tanda baik, tapi prioritas harus diberikan untuk menilai faktor lingkungan internal. Penciptaan kesadaran karyawan adalah salah satu alat untuk memahami nilai-nilai budaya yang baru berubah dalam praktek. Dia adalah kebutuhan untuk mengartikulasikan visi untuk budaya organisasi yang karyawan dapat percaya. Ia tidak peduli dan berpikir sejenak tentang integritas, kejujuran dan rasa hormat kepada setiap karyawan, bukan memberdayakan karyawan untuk membuat keputusan sendiri hanya dengan percaya manajemen nya dia diharapkan meningkatkan bisnis dengan memberikan perhatian karena hanya untuk kinerja. Sebagai manajer atas ia harus mengikuti kegiatan sehari yang memperkuat visi budaya. Tindakan berbicara lebih keras daripada kata-kata. Pernyataan nilai-nilai yang tidak diperkuat oleh manajemen perilaku berarti atau bahkan berbahaya bagi karyawan organisasi komunikasi, menghormati dan integritas. Menempatkan nilai-nilai kesetaraan, kerja tim, partisipasi sangat penting untuk menerapkan budaya kerja baru atau perubahan. Masih sebagai Presiden perusahaan ia perlu untuk menegakkan komitmennya untuk nilai-nilai selama masa sulit.No.1B pertanyaan; Faktor-faktor apa yang perlu Jasper untuk mempertimbangkan ketika memutuskan di nya tentu saja tindakan?Mengenali cara di mana dia menyesuaikan nilai-nilai budaya serta budaya seluruh perusahaan yang diamati dalam organisasi, akan berdampak positif.Karena apa yang ada di perusahaan budaya krisis, ia harus mengidentifikasi lingkungan budaya internal perusahaan dan budaya konsistensi dan adoptability nya, yaitu hal-hal yang berkaitan dengan:-Keterlibatan budaya-yang memberikan penekanan untuk keterlibatan dan partisipasi karyawan untuk cepat beradaptasi dengan perubahan kebutuhan dari lingkungan.Konsistensi budaya-berfokus pada menggunakan internal fokus dan konsistensi orientasi untuk lingkungan stabil. Pertanyaan No. 2A; Menganalisis Riogrande's budaya. Selain nilai budaya menyatakan dan percaya, apa sub sadar nilai lainnya dan percaya Anda mendeteksi? Di perusahaan ada tugas yang berorientasi karyawan dan perusahaan dapat melihat budaya dari perspektif yang berbeda. Namun, masalah yang telah menghadapi perusahaan tidak dinyatakan dari perspektif kinerja mereka. Kita berasumsi bahwa karyawan tidak memiliki masalah dalam kontribusi dari tugas mereka mengenai pekerjaan mereka dihormati. Jadi kemudian, itu tidak mengungkapkan seseorang yang dipecat karena kinerja nya. Meskipun manajemen telah memberikan beberapa hak akses pada apa karyawan lakukan di internet, dan untuk mengambil tindakan pada karyawan yang melanggar aturan organisasi; Tapi itu hanya Darger, kepala perusahaan, yang semata-mata mengambil tindakan karyawan untuk hal yang ilegal mereka dilakukan. Ini berarti komunikasi internal yang lemah dan tidak adanya diskusi antara pemimpin dan tenaga kerja. Selain nilai budaya menyatakan dan percaya budaya bawah sadar kita mendeteksi:-Kecurigaan, ketidakpercayaan, atau kafir - karena kecurigaan karyawan satu sama lain, dengan melanggar aturan menetap organisasi, untuk misalnya mengakses e-mail tanpa pengetahuan tentang yang lain.Menyalahgunakan sumber daya organisasi Ambiguitas atau ketidakjelasan - nilai dinyatakan (kejujuran, integritas dan rasa hormat) yang diharapkan oleh J.Henning dapat ditangani oleh tim manajemen bukanlah dalam pelaksanaan.Kurangnya transparansiManajemen itu sendiri adalah tidak bicara pemimpin/manajer budaya berbicara daripada berjalan di berbicara (H. Darger)Takut karyawan itu tenaga kerja bukanlah ekstrovert karena kurangnya keterlibatan budaya, selain ketidaksetaraan dan kurangnya fleksibilitas memanifestasikan perusahaan.No.2B pertanyaan; Ada nilai-nilai saling bertentangan? Ya. Ketika nilai-nilai dalam konflik, bagaimana Anda akan memutuskan mana satu mengambil pertama? Nilai-nilai yang bertentangan dalam kasus kami mengacu pada nilai internal yang yang bertentangan. Ketika nilai-nilai dalam konflik, ini menciptakan konsekuensi negatif baik terhadap majikan dan karyawan. Karena, jika karena nilai konflik, pemberi kerja memberikan peringatan, penghentian dan sejenisnya, menciptakan putus asa untuk kekurangan tenaga kerja dan karyawan untuk termotivasi untuk menggunakan usaha maksimum mereka.Jika karena konflik nilai-nilai internal menyerahkan atau karyawan yang diberhentikan meningkat, biaya organization,i.e. biaya mempekerjakan karyawan baru yang pada gilirannya mengarah ke lain biaya tambahan seperti pelatihan dan biaya waktu dan biaya menembakkan karyawan sebelumnya Oleh karena itu organisasi perlu untuk mengatur nilai-nilai mereka berdasarkan atas visi dan misi organisasi dengan berpartisipasi tenaga kerja terlepas dari barisan mereka, secara demokratis. Maka ketika nilai-nilai dalam konflik, nilai yang bertepatan dengan tujuan organisasi, atau dengan kata lain nilai yang membuat dampak positif pada produktivitas organisasi harus mengambil kelas pertama. Karena semua orang di sana, karena adanya organisasi. For instance: values such as workforce empowerment in decision making, transparency, indiscrimination and the like are possibly fruitful for both parties, and values related to weak communication, hidden promotion, only targeting to profit with exploitation of employees deteriorates the good will of the organization. In such turbulent time, the focus of the organization is not only profit oriented, rather it is holistic which focus on employees as well as customers.Question No.3; Assume you are Jasper what are the first two action steeps you would take to handle the Henery Darger situation? How would your role as a cultural leader to influence your decision? What message will your solution send to the 0ther managers and rank and file employees?Aliening corporate culture with organization strategy, motivation of work force, and organizational culture should be flexible.Build democratic culture based on open information and employee participation, transparency, involvement and indiscrimination.Our roles as a cultural leader are:To define and articulate important values,To enhance communication in order to create participation and get involvement of the respected employees,Acting in the front line i.e. playing exemplary role in order the culture implemented or performed by others because action speaks lauder than words, andMaking continuous assessment and supervision in order to get feedback for corrective actions.Our massage to others (others managers and rank and file employee) corporate culture should coincide with the organization mission and vision, the motivation of employee and productivity, increasing participation and fairness. Additionally, managers have to be role models to the organization and creating conducive environment for employee to use internet free at break time.ConclusionA culture shapes what the organization seems behave because culture encompasses the work