Hello,

This was my experience while working for this company, and I would like to determine key managerial issues here which have affected organization, managers and customers. And which operational behavior concepts should I apply in this case to find solutions and how to solve this problem? Thank you!

My second work experience that I will share, took place in Montreal, Canada. In 2019, I moved from Serbia to Canada and started my new life in Montreal. In October 2019, I started working for a company called Sportlogiq, my position there was Lacrosse and Hockey Eventor. The Eventor's task was to watch live lacrosse and hockey games, to note statistics during the game which after analysis will be distributed to several sports channels. This position required teamwork, four to six people during the eventing of the live game were needed. After the game was finished, our role was to analyze the data, to correct it before sending a technical report and statistic sheets to provide precise statistic without any errors. With most games being played during the weekend, our shift would start at 6PM and finish at 2AM, Friday to Sunday.

The first issue that appeared after our six weeks of training, was the degree of difficulty communicating the hours with the managers. This was an issues that many of my colleagues and myself experienced. The games would finish, as well as the data processing, yet our demand to leave 10 minutes earlier so we can take the last transport option to get back home after late shift was denied. Since we were finishing our shifts late, there were no busses or metro train options at that time of the night in that area, and very often we had to walk back home (or to the nearest night bus, which did not come often). The managers, even though familiar with the sitation, assumed that this issue is not part of their duty and concern, and we would cause violation in the contract if we left early.

The second issue that was troubling was that if employee was a one minute late, he would automatically receive a written warning that he needs to sign, and if the same situation happens five times he would automatically be fired. Personally, I have gotten three warnings in the period of six months, and I found it very stressful, as I arrived as little as five minutes late. Every time that I was late, along with other people, was the delay of the metro during winter, living an hour away. Upon our registration in the workplace, my colleagues and I, taking the same metro, would speak to the manager and explain that we were not able to be there on time because of the technical difficulties of the metro. The response of our manager was that we should be aware of these unpredicted situations, and that we need to plan to an additional trip time of 30 minutes in order to get to work on time. This attitude shows the degree of micromanagement within this company, it also gives the impression that the company does not take care of its employees, and it was not in their interest to create and keep interpersonal relationships and healthy work environment.

Another issue was the lack of feedback from our team-leaders. When we signed the contracts, as employees we were promised that we will get constructive feedback on our work to get better and to eliminate mistakes as much as possible. An evaluation was promised after two months of practice before the start of the official season. Unfortunately, we did not receive any feedback, and when we asked about the date of the evaluation, we were given a different date. When the season started, my colleagues and I were all called for an emergency meeting due to poor execution which caused errors in the statistic reports. The clients were not happy with our performance, to the extent of threatening us with the possibility of cancelling the contracts with our company. Our managers were expressing negative emotions towards us, expecting better and quicker results. After this unpleasant event, we finally received our feedback and realized where the mistakes were made. After receiving my feedback, I was aware of my mistakes, and it was a stress relief because I knew that I would perform better next time. I believe the biggest mistake came from the management department with the delay of constructive feedbacks, this procrastination led to serious threats from the client. The fact that we, as employees, were indirectly blamed for poor performance was another indicator of inadequate management skills. Instead of trying to find the best solution for the team, we were faced with accusations of weak performance. When asked if the manager thinks that the results would be better if they provided us with the feedback as promised, his response was,"I am not sure, and we didn't have sufficient time to provide you the necessary information before the season start''. I was surprised with the answer, and I felt that I received a reply just out of courtesy. Communication and team-decision making were almost weak within the organization, and I had the impression of a repression. In my opinion, to solve this kind of problem was to outline the issue, to create a constructive plan which will be followed during the process to eliminate the potential problems that may arise. It was necessary to have an open communication line between managers and Eventors, to gather and share all the important information and ideas to find the best possible solution. This experience taught me that flawed performance from a manager can cause an effect which will be counterproductive to myself as well as the team's performance in this case. This can slow the growth of the company along with employee self-development. In addition, the lack of the direction and clear vision for the company from management department created issues with employees causing dissatisfaction with poor motivation to self-improve. If I would face the same or similar situation again, I would arrange a meeting with my colleagues to discuss what would be the best option for us to present our ideas for possible solutions and to find the best tactic to approach the manager. I believe as a team, with the same vision and goal, the outcome would be greater.

In conclusion, I have learned that the studies pf Organizational Behavior presents a sharper picture of the performance and behavior of the employees and managers in the workplace. So far, this class has taught me the importance of predicting and explaining the behavior which occurs inside the organization. The study of organizational behavior along with the right strategy of execution, plays a vital role for the organization when it comes to reaching its full effect.Having strong leadership with highly motivated employees in organization, establishes solid foundation for greater accomplishment for a company in the future. The notions of organizational behavior can be equally important for a group as well for individuals within organization.

My second work experience that I will share, took place in Montreal, Canada. In 2019, I moved from Serbia to Canada and started my new life in Montreal. In October 2019, I started working for a company called Sportlogiq, my position there was Lacrosse and Hockey Eventor. The Eventor's task was to watch live lacrosse and hockey games, to note statistics during the game which after analysis will be distributed to several sports channels. This position required teamwork, four to six people during the eventing of the live game were needed. After the game was finished, our role was to analyze the data, to correct it before sending a technical report and statistic sheets to provide precise statistic without any errors. With most games being played during the weekend, our shift would start at 6PM and finish at 2AM, Friday to Sunday.

The first issue that appeared after our six weeks of training, was the degree of difficulty communicating the hours with the managers. This was an issues that many of my colleagues and myself experienced. The games would finish, as well as the data processing, yet our demand to leave 10 minutes earlier so we can take the last transport option to get back home after late shift was denied. Since we were finishing our shifts late, there were no busses or metro train options at that time of the night in that area, and very often we had to walk back home (or to the nearest night bus, which did not come often). The managers, even though familiar with the sitation, assumed that this issue is not part of their duty and concern, and we would cause violation in the contract if we left early.

The second issue that was troubling was that if employee was a one minute late, he would automatically receive a written warning that he needs to sign, and if the same situation happens five times he would automatically be fired. Personally, I have gotten three warnings in the period of six months, and I found it very stressful, as I arrived as little as five minutes late. Every time that I was late, along with other people, was the delay of the metro during winter, living an hour away. Upon our registration in the workplace, my colleagues and I, taking the same metro, would speak to the manager and explain that we were not able to be there on time because of the technical difficulties of the metro. The response of our manager was that we should be aware of these unpredicted situations, and that we need to plan to an additional trip time of 30 minutes in order to get to work on time. This attitude shows the degree of micromanagement within this company, it also gives the impression that the company does not take care of its employees, and it was not in their interest to create and keep interpersonal relationships and healthy work environment.

Another issue was the lack of feedback from our team-leaders. When we signed the contracts, as employees we were promised that we will get constructive feedback on our work to get better and to eliminate mistakes as much as possible. An evaluation was promised after two months of practice before the start of the official season. Unfortunately, we did not receive any feedback, and when we asked about the date of the evaluation, we were given a different date. When the season started, my colleagues and I were all called for an emergency meeting due to poor execution which caused errors in the statistic reports. The clients were not happy with our performance, to the extent of threatening us with the possibility of cancelling the contracts with our company. Our managers were expressing negative emotions towards us, expecting better and quicker results. After this unpleasant event, we finally received our feedback and realized where the mistakes were made. After receiving my feedback, I was aware of my mistakes, and it was a stress relief because I knew that I would perform better next time. I believe the biggest mistake came from the management department with the delay of constructive feedbacks, this procrastination led to serious threats from the client. The fact that we, as employees, were indirectly blamed for poor performance was another indicator of inadequate management skills. Instead of trying to find the best solution for the team, we were faced with accusations of weak performance. When asked if the manager thinks that the results would be better if they provided us with the feedback as promised, his response was,"I am not sure, and we didn't have sufficient time to provide you the necessary information before the season start''. I was surprised with the answer, and I felt that I received a reply just out of courtesy. Communication and team-decision making were almost weak within the organization, and I had the impression of a repression. In my opinion, to solve this kind of problem was to outline the issue, to create a constructive plan which will be followed during the process to eliminate the potential problems that may arise. It was necessary to have an open communication line between managers and Eventors, to gather and share all the important information and ideas to find the best possible solution. This experience taught me that flawed performance from a manager can cause an effect which will be counterproductive to myself as well as the team's performance in this case. This can slow the growth of the company along with employee self-development. In addition, the lack of the direction and clear vision for the company from management department created issues with employees causing dissatisfaction with poor motivation to self-improve. If I would face the same or similar situation again, I would arrange a meeting with my colleagues to discuss what would be the best option for us to present our ideas for possible solutions and to find the best tactic to approach the manager. I believe as a team, with the same vision and goal, the outcome would be greater.

In conclusion, I have learned that the studies pf Organizational Behavior presents a sharper picture of the performance and behavior of the employees and managers in the workplace. So far, this class has taught me the importance of predicting and explaining the behavior which occurs inside the organization. The study of organizational behavior along with the right strategy of execution, plays a vital role for the organization when it comes to reaching its full effect.Having strong leadership with highly motivated employees in organization, establishes solid foundation for greater accomplishment for a company in the future. The notions of organizational behavior can be equally important for a group as well for individuals within organization.

My second work experience that I will share, took place in Montreal, Canada. In 2019, I moved from Serbia to Canada and started my new life in Montreal. In October 2019, I started working for a company called Sportlogiq, my position there was Lacrosse and Hockey Eventor. The Eventor's task was to watch live lacrosse and hockey games, to note statistics during the game which after analysis will be distributed to several sports channels. This position required teamwork, four to six people during the eventing of the live game were needed. After the game was finished, our role was to analyze the data, to correct it before sending a technical report and statistic sheets to provide precise statistic without any errors. With most games being played during the weekend, our shift would start at 6PM and finish at 2AM, Friday to Sunday.

The first issue that appeared after our six weeks of training, was the degree of difficulty communicating the hours with the managers. This was an issues that many of my colleagues and myself experienced. The games would finish, as well as the data processing, yet our demand to leave 10 minutes earlier so we can take the last transport option to get back home after late shift was denied. Since we were finishing our shifts late, there were no busses or metro train options at that time of the night in that area, and very often we had to walk back home (or to the nearest night bus, which did not come often). The managers, even though familiar with the sitation, assumed that this issue is not part of their duty and concern, and we would cause violation in the contract if we left early.

The second issue that was troubling was that if employee was a one minute late, he would automatically receive a written warning that he needs to sign, and if the same situation happens five times he would automatically be fired. Personally, I have gotten three warnings in the period of six months, and I found it very stressful, as I arrived as little as five minutes late. Every time that I was late, along with other people, was the delay of the metro during winter, living an hour away. Upon our registration in the workplace, my colleagues and I, taking the same metro, would speak to the manager and explain that we were not able to be there on time because of the technical difficulties of the metro. The response of our manager was that we should be aware of these unpredicted situations, and that we need to plan to an additional trip time of 30 minutes in order to get to work on time. This attitude shows the degree of micromanagement within this company, it also gives the impression that the company does not take care of its employees, and it was not in their interest to create and keep interpersonal relationships and healthy work environment.

Another issue was the lack of feedback from our team-leaders. When we signed the contracts, as employees we were promised that we will get constructive feedback on our work to get better and to eliminate mistakes as much as possible. An evaluation was promised after two months of practice before the start of the official season. Unfortunately, we did not receive any feedback, and when we asked about the date of the evaluation, we were given a different date. When the season started, my colleagues and I were all called for an emergency meeting due to poor execution which caused errors in the statistic reports. The clients were not happy with our performance, to the extent of threatening us with the possibility of cancelling the contracts with our company. Our managers were expressing negative emotions towards us, expecting better and quicker results. After this unpleasant event, we finally received our feedback and realized where the mistakes were made. After receiving my feedback, I was aware of my mistakes, and it was a stress relief because I knew that I would perform better next time. I believe the biggest mistake came from the management department with the delay of constructive feedbacks, this procrastination led to serious threats from the client. The fact that we, as employees, were indirectly blamed for poor performance was another indicator of inadequate management skills. Instead of trying to find the best solution for the team, we were faced with accusations of weak performance. When asked if the manager thinks that the results would be better if they provided us with the feedback as promised, his response was,"I am not sure, and we didn't have sufficient time to provide you the necessary information before the season start''. I was surprised with the answer, and I felt that I received a reply just out of courtesy. Communication and team-decision making were almost weak within the organization, and I had the impression of a repression. In my opinion, to solve this kind of problem was to outline the issue, to create a constructive plan which will be followed during the process to eliminate the potential problems that may arise. It was necessary to have an open communication line between managers and Eventors, to gather and share all the important information and ideas to find the best possible solution. This experience taught me that flawed performance from a manager can cause an effect which will be counterproductive to myself as well as the team's performance in this case. This can slow the growth of the company along with employee self-development. In addition, the lack of the direction and clear vision for the company from management department created issues with employees causing dissatisfaction with poor motivation to self-improve. If I would face the same or similar situation again, I would arrange a meeting with my colleagues to discuss what would be the best option for us to present our ideas for possible solutions and to find the best tactic to approach the manager. I believe as a team, with the same vision and goal, the outcome would be greater.

In conclusion, I have learned that the studies pf Organizational Behavior presents a sharper picture of the performance and behavior of the employees and managers in the workplace. So far, this class has taught me the importance of predicting and explaining the behavior which occurs inside the organization. The study of organizational behavior along with the right strategy of execution, plays a vital role for the organization when it comes to reaching its full effect.Having strong leadership with highly motivated employees in organization, establishes solid foundation for greater accomplishment for a company in the future. The notions of organizational behavior can be equally important for a group as well for individuals within organization.