University of the Immaculate Conception

MBA Program

HUMAN BEHAVIOR IN ORGANIZATION (BA 203)

JEFFREY E. ALBITE Class Meetings: 8:00AM-11:00AM

Topic: An Overview of Organizational Behavior

Case: What to do when the Boss release his Inner Toddler

I. Introduction

Every meeting together with other VP’s and the President required
presenting the results of previous month and projections for the next
month of respective department assignment. The said activity is part of
strategy and what’s going on and what to expect within the
organization. However, the President is hard to accept and deal with
bad news. He gets irritable and likes to lambaste the underperformer’s
employee. He thinks it is promoting open and honest discussion
toward the problems but everyone understands that is bullying against
to the employee. When his time to present, it is unluckily that the
President angry due to negative results of sales and disturbed the
noise coming from him. As shocked, you want to explain about the
disappointing figures but your boss hurried fuming and standing with
armed cross and his face scowling and said “ the next time you show
me number like those’ he snarls, I won’t miss! How would you deal
about his behaviors as an employee and human being?

II. Issues underlying the Problems

The low performance of sales resulted the outburst of the

President. He knew that his boss doesn’t have the ability to accept
negative or underperformer employee of assigned department. As one
of the VP, it would be challenging to face such behavior acted from
your boss and how would you provide such solutions to operations in a
strategic manner. And also, one of his responsibilities is to evaluate
and review the performance but provided that he has plans to cover up
and improve into positive results. The President actions during the
meeting and how he behaves correlate how he expecting a positive
results from his subordinates towards organizational goals and vision.
We cannot deny that President appeared like that because as CEO his
job a responsibility to be inclined on what to be organization is and the
Board of Directors believing from him. But the scenario, Actions like
that could lead a negative effects on employee that would indication to
 resignation or motivate an employee to do his jobs but with an
emotional factor to them.

III. Alternative Solutions to the Problem

We need to consider that there are several factors how to deal such
situations and prepare for it that should be the right for the managers
to cover him from any circumstances. That why, she/he hired by the
company to focus and address immediately within his areas of
concern. The following are the ways in resolving such problem on his
given section:

1.) Monthly Meeting is a must with Middle Managers and its

department about the status operations of store and
performance reports.
Through Monthly staff Meeting together with his department
heads and down to rank & file employees. It would create a
discussion about the status of the operations (reports,
problems, solutions and how to implement it) and communicate
properly about the plans in achieving higher performance
sales. But, it may create a filter of messages and tried to
enforced staff to do their jobs without credited to them.

2.) Formulate a proposal to the higher management about

Strategic planning that focus on motivation by giving a reward
system(Monetary & Non-monetary benefits) to the front liners
and middle managers.
Through this solution, if it will be approved by the higher
management and it could be motivate employees to do their
jobs better and hitting target sales. But there will be a
downside, it can be an additional expense to the institution and
those who are illegitimate employees or underperformer may
get the same benefit from it.

3.) Provide a seminars and trainings to be able to improve

handling staff and clients.
From this resolution, it may improve performance in handling
clients and staff by applying what they learned on the trainings
and seminar. And of course, new ideas and innovations will be
formed in applications to actual. But there are disadvantages
that the company may face from it, It costly on the part of the
organization and employees may resigned if they are not
satisfied from what they deserve.
IV. Conclusion

Based on the given solution from S1, S2, & S3, it would be effective
in decision making by using Decision Matrix analysis and rating
system to come up with operative solution to the company’s problems.

 Variables:
Cost Effectiveness- means economical in terms of tangible
benefits produced money spent.
Timeliness- occurring at schedule time; well timed.
Easy Implementation- the tolerance of the action to be
carried out, executed, or practiced.
 Rating System:
1- being the lowest and
4- being the highest

Solution Cost Timeliness Easy Total

Effectiveness Implementation
S1 4 3 4 11
S2 3 2 2 7
S3 3 2 3 7

I concluded that the best solution in anticipating such problem by

having a Solution #1 Monthly staff meeting together with middle
manager and its staff about the status operations of store and
performance reports. In that way, to be able to determine about the
sales performance and detect a behavior that triggered them to
underperform. Then, tackle their poor performance in good ways.
Lastly, redirect their behavior to improve their performance by asking
their opinions and solutions.

V. Recommendation

For me, it would effective to the organization to implement a

Monthly Staff Meeting from downward up to the senior managers.
Why, because from their levels the problem resolved already and have
an appropriate solutions to the problem. Of course, it is feasible
because all employees know about the status and solutions. And
company will incur fewer expenses than the other alternative solutions
(See Solution 2 & 3).

VI. Factual Experience

Presently, I’m part of the corporate world primarily in banking industry.
The experience happened on the case could be relate to my
immediate supervisor, other officer and Division Head when they have
a meeting with the new top management. As they said, they felt
bullying during the meeting especially when they’re a lot of hard
questions about the recommended account for approval and criticisms
about their credit writings. And also, they have insulted because they
are with bank long-term services and down their promotions as
resulted to resignations of Account Officers, Division Heads and Group
Head. Then, after what happened the top management changes
dramatically due to lack of senior employees to handle jobs. Thus, our
department still recovering and cope up with reorganization, faster
approval from our transactions up to the President of the bank to
escalate less damage to our loan portfolio. It would not easy for us to
continue and adjust ourselves to the new adjustments but as long we
have been paid enough, we are continuing our services and loyalty to
the company.