week four

When I get into the workforce, I would like the organization I work for to have a very strong culture. Having a strong culture will motivate me, and it will make me feel a part of the organization. I hope that the organization will have rituals and ceremonies such as rewarding employees for their hard work, dedication, and commitment.

I would like to be part of an organization that encourages teamwork, where employees work well together, where all employees are treated fairly and equally, and where management works hard to keep employees motivated and happy. In addition, I would like my organization to be innovative, and always experimenting with new ideas, and I would like my organization to be a fierce competitor. I think it would be great to work for a company that encourages employees to engage in social activities with one another both inside and outside the workplace. For example, my brother works for an insurance company that makes monthly trips to various destinations. Last month my brother and his coworkers took a bus trip to Niagra Falls, where they enjoyed a buffet dinner and a night of fun and games at Fallsview Casino. I think this really brings employees closer together; it’s easier for coworkers to find a common ground outside work if they have shared interests. This can ultimately help their relationship at work because they will work better together.

If I was a leader, I would make sure that social activities were arranged for all employees on a monthly basis. Furthermore, I would ensure that the structure of the building helped to promote social gatherings, i.e. having staff lounges with pool tables and fuse ball tables. I worked at Toronto Social Services this past summer, and every time it was someone’s birthday, or someone was leaving the team, the social committee would organize a big party in the staff lounge. Yes that’s right, we had a social committee!! They did a wonderful job with our events, and to raise money for the events, they would have a 50-50 draw every payday where staff members could buy a raffle ticket for $2, and half the money would go to the social committee, and the other half would go to a lucky winner. If I were a leader, I would definitely organize a social committee; I think it’s a great idea.

I found the readings for this chapter to be very informative. I was never aware of Realistic Job Previews (RJPs). I never thought that organizations would be willing to give out this type of information to potential employees. Before I work for an organization, I would very much like to have an idea of the organization’s balance of positive and negative information about the job and work related conditions; this will help me to decide whether or not the job is for me. If I were a leader, I would make sure that all potential employees receive an RJP; this would reduce overall employee turnover rates because employees will know what to expect. I believe that RJP’s prepare individuals, as well as give them a realistic view of what to expect. It should be mandatory for all organizations to provide this information to future employees.

In the readings, I also came across Scotiabank’s idea of a buddy system. I for one am very impressed with this concept. I think it’s a wonderful opportunity for newcomers to meet and make friends with the rest of the workforce. It’s sort of like a mentor-menti relationship. I would be very scared starting out a new job, but having someone to help me get use to the new procedures and rules would make all the difference in the world.

My final thoughts today are about the case discussed in class “Consolidated Life”. Basically Mike was having a hard time conforming to new organizational rules and standards. This organization was no longer a good fit for him; I think this whole ordeal could have been prevented if Mike was just given an RJP before he rejoined the organization; this way he could have seen all the changes and restructuring that took place during his leave. All in all, I am very proud of Mike’s decision to leave, and start off his own business, this was a very brave move on his part, however I still do have to side with Jack. When an organization starts off, there is a mission, and a vision, with this, there is a strategic plan that outlines the actions the organization will take, and how the organization plans to take on these actions. If someone in management is not abiding by this strategic plan, then they are being unfaithful to the organization’s vision and mission. I understand that Mike had talents that were incongruent with the organization’s strategy, but I think there was still a way for Mike to pay more attention to administrative duties and forgo his bad habits, and at the same time utilize his own management styles and skills; and this is where Jack comes into play. Jack was very inflexible and unwilling to find a balance between his management style and Mike’s management style; it was his rigidity that led to the ultimate downfall of Consolidated Life.