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Incident 1

1. Melcom Ghana Limited recently conducted a job interview for recruitment into the position of Deputy Sales Executive. At the end of the interview, the panelists shortlisted two of the applicants for employment to occupy the position of a Deputy Sales Executive. However, they noticed that one of the applicants is an extroverted person, while the other one is a conscientious person. You are requested by the Board Chairman of Melcom Ghana Limited to advise them on which of the two applicants to be employed. Using your knowledge in OB, which of the two applicants will you recommend to be employed and why.

Incident 2

2. The Managing Director (MD) of the largest private transport company in Ghana (V.I.P) recently toured all the sixteen branches across Ghana and noticed that branch managers were unable to manage the feelings of their subordinates in the discharge of their duties. Therefore, the MD of V.I.P invited you to a one-day seminar on managing employees' emotions at the work place for its branch managers across Ghana. Using your knowledge in emotional intelligence, explain how you will help the branch managers to handle employees' emotions at the workplace.

Incident 3

It is not unusual for the grapevine to create some negative emotions in an organization,

since people who work together tend to gossip about each other. In some workplaces this

behaviour becomes excessive to the point where it diminishes productivity and job satisfaction.

1. How might you address problematic gossip in the workplace?2. What might you do as a manager or supervisor to minimize hurtful gossip?3. What might you do as a regular employee?

Incident 4

Bob Wood is 30. But if you listened to him, you'd think he was 60 and washed-up. "I graduated college at a great time. It was 1996. I started as an analyst for Accenture, worked as a health-care IT consultant for two other firms, and then became chief technology officer at Claimshop.com, a medical claims processor." By 2001, Bob was making $80,000 a year plus bonus, driving an expensive European sports car, and optimistic about his future. But Bob Wood has become a statistic. He's one of 40 million Americans born between 1966 and 1975 whose peak earnings may be behind them. Bob now makes $44,000 as a technology analyst at a hospital and is trying to adjust to the fact that the go-go years of the late-1990s are history.

Like many of his generation, Bob is mired in debt. He owes $23,000 on his college loans and has run up more than $4,500 on his credit cards. He faces a world very different from the one his father found when he graduated college in the early 1960s.

"The rules have changed. And we Generations Xers are getting hit hard. We had to go to college to get a decent job. But the majority of us graduated with high student debt. The good news was, when we graduated, the job market was great. I got a $5,000 hiring bonus on my first job! The competition by employers for good people drove salaries up. When I was 28, I was making more money than my dad, who had been with the same company for over 20 years. But my dad has job security. And he has a nice retirement plan that will pay him a guaranteed pension when he turns 58. Now look at me. I don't know if I'll ever make $80 thou again. If I do, it'll be in 20 or more years. I have no job security. I'm paying $350 a month on my college loans. I'm paying another $250 a month on my credit card account. I've got 30 more payments on my BMW. And my girlfriend says it's time for us to settle down and get married. It would be nice to own a house, but how can I commit myself to a 30-year mortgage when I don't know if I'll have a job in six months?

"I'm very frustrated. I feel like my generation got a bad deal. We initially got great jobs with unrealistically high pay. I admit it; we were spoiled. We got used to working one job for six months, quitting, then taking another and getting ourselves a 25 or 30 percent raise. We thought we'd be rich and retired by 40. The truth is that we're now lucky to have a job and, if we do, it probably pays half what we were making a few years ago. We have no job security. The competition for jobs, combined with pressures by business to keep costs down, means a future with minimal salary increases. It's pretty weird to be only 30 years old and to have your best years behind you!"

QUESTIONS:..

1. Analyze Bob using the Maslow need hierarchy.

2. Analyze Bob's lack of motivation using organizational justice and expectancy theory.