MGMT 3103 Organizational Management Assignment 1- Halsall Associates Case Study 10% May 27, 2024 Due June 3, 2024 @ 11:59 pm

Case Study

HALSALL ASSOCIATES

Meghan Watson left the University of Western Ontario with a degree in psychology and criminology, not sure what her next step would be. Over the next two years, she taught snowboarding for a season in BC and did a variety of jobs, trying to figure out what to do. Returning to school to take a graduate certificate program in Human Resource Management at Sheridan College, Meghan then had to fulfill a four-month co-op requirement. This is where she finally found a job that felt right for her with Halsall Associates. What drew her to apply to Halsall? I researched the company and saw their core values posted on the website. I also saw the interesting projects they had worked on, like the addition to the Royal Ontario Museum. Fit with an employer is important for me. I want a work/life balance, I want to be constantly learning, and I want to be able to ask questions. Meghan is an outgoing person with a strong internal locus of control. She was not disappointed with her experience at Halsall, a building engineering consulting firm. As soon as I started I was incorporated into the career development team, given real work, and put in charge of real searches as if I was a junior on the job. They were open to my suggestions, welcoming my requests to get my hands on anything I wanted to do. The orientation day was great. I had the first day jitters. There is a buddy system set up. I was introduced to everyone, shown the office and where coffee, tea and juice are provided, and given tips like 'bring your own fork for lunch because they run out quickly'. Appointments with IT and accounting were set up for me. I was taken out for lunch by my buddy and my new manager. I was told stories about the company and filled out many forms, but this was interspersed with the various meetings and activities. It was arranged that I come in late and leave early which was great because I was exhausted. Meghan worked in Halsall's Toronto headquarters. It also has offices in other Ontario locations (Sudbury, Burlington, Ottawa), in Vancouver and Calgary, and in Dubai. In her role Meghan sourced applicants, screened resumes, conducted phone screens for first interviews, sat in on high and low-level interviews, was in charge of three entire searches (although accompanied by a colleague when interviewing and making the hiring recommendation), checked references, worked on a violence policy for Ontario's new Bill 168, compiled job descriptions and postings, and worked with colleges on job fair scheduling. Meghan also carried out various administrative duties, tracking applications and scheduling interviews. "It was nice to file stuff for a while when I had been incredibly busy." Meghan was also given a lot of responsibility: One day I was going crazy, working on new graduate recruiting. The potential recruits had to meet with Human Resources, the manager of their area and a senior manager so I was setting up interviews for people in three different places using videoconferencing and juggling with their crazy schedules. It was a nightmare. But I got it done and went to lunch. When I came back, there was a cupcake and a thank you note saying "you're an amazing part of our team and we appreciate your efforts." It encouraged me to continue to work hard. I knew I was noticed and appreciated. Halsall is a relatively flat organization, with most work being done in teams and project groups. The engineers are typically involved in several projects at a time. The president and regional managers take on the role of principal on projects, staying integrally involved with the company's activities. The office is open with "pod" groupings of six or seven people, low walls separating them. All pods are on the outside facing the windows. Meeting rooms and the president's office are in the centre, all with glass walls so activities within are visible. Occasionally all are invited to breakfasts with the president, which are casual information sessions on where the company is headed, and an opportunity to ask questions. Meghan's constant learning philosophy is a good match with Halsall's practices. There are lunch-and-learn sessions regularly. These may focus on describing current projects, new technologies or new materials. Meghan says, "I knew nothing about engineering before but now I can speak their language." Employees know what work the company is involved in. "We get e-mails regularly sharing information about various successes at the company." Meghan's work/life balance priority is also a Halsall principle in action. There are flexible hours around a core set when employees must be there. It is a cyclical business so there can be long hours but then you can leave early other times. Every Wednesday there is a Pilates program organized for staff (although employees pay for it if they join in). Fridays there are free refreshments and chips in the lunchroom. The company culture shows up in other ways as well: During Earth Week many of us went out at lunch and cleaned a local park and then had pizza together. To raise funds for the World Wildlife Fund we did the CN Tower climb. There were nine teams and we raised over $100,000. There is a very competitive spirit at Halsallwe competed for the team that raised the most money and had the best time. The company's engineers are almost evenly balanced between males and females and are ethnically diverse. Halsall recruitment includes participating in a program to give foreign trained engineers Canadian experience. Career coaching is important at the company. And there are different paths for career development, so people can choose to become knowledge/ technical specialists or to specialize in business development. Retention is also important. During the recent recession Halsall has been unusual in choosing not to let employees go. Even in good times, engineering firms tend to hire and fire on a project basis whereas Halsall believes in sustainability for the future. Now back at school to complete her certificate, Meghan has had a chance to compare her co-op experience with that of her classmates. Her compensation was average, and she had a long commute to deal with. But the range of experience, the level of responsibility and the autonomy she was given were better than most. Would she return to Halsall for full-time work if asked after graduation? Absolutely. Meghan's experience at Halsall illustrates why it has been ranked as one of Canada's Best Workplaces for four consecutive years.

ANSWER THE FOLLOWING CASE STUDY QUESTIONS:

Research and describe which of Maslow's needs seem to be important to Meghan and what the company offers to meet those needs.

Research and identify which of McClelland's three learned needs seem to apply to Meghan and what does that suggest about how she will be motivated in a workplace?

According to the case study, what were some of the ways in which Halsall was able to motivate Meghan while also promoting diversity throughout the company?

How did the actions of the President and Regional Managers and the overall office design contribute to cultural diversity and integration?

APA citation and referencing required. Turnitin enabled. To be submitted in Word format 1000-word count max

Rubric- 25 marks per question

Excellent Proficient Adequate Needs Improvement Content 5 marks Demonstrates exceptional understanding of the topic. Provides insightful analysis and original ideas. Shows a solid grasp of the content. Presents relevant information and analysis. Contains basic information but lacks depth or critical thinking. Fails to address key aspects of the topic. Organization 5 marks Well-structured and logically organized. Clear introduction, body, and conclusion. Mostly organized with a few minor issues. Some transitions needed. Somewhat disorganized. Lacks clear structure. Chaotic or unclear organization. Clarity and Style 5 marks Exceptionally clear and concise. Engages the reader effectively. Mostly clear, but occasional wordiness or unclear sentences. Some clarity issues. Language is awkward or confusing. Difficult to understand due to poor writing. Evidence and Support 5 marks Provides strong evidence from credible sources. Integrates quotes and examples effectively. Uses relevant evidence but may lack depth or variety. Limited evidence or weakly supports arguments. Lacks evidence or relies on unsupported claims. Mechanics and Formatting 5 marks Virtually error-free. Properly formatted APA citations, referencing). Few minor errors (spelling, grammar, formatting). Mostly follows guidelines. Several noticeable errors. Formatting issues. Numerous errors affecting readability.