Bella's A Case Study

ASSIGNMENT
ORGANISATIONAL BEHAVIOUR
BELLAS: A CASE STUDY IN

ORGANISATIONAL BEHAVIOUR
ANIKA MARY VARKEY

PGDM-15|ASB
ROLL NO: 18
QUESTION 1
Given your understanding of job satisfaction and employee engagement,
discuss/describe why each is important in organisational settings?
ANSWER
The term job satisfaction portrays a positive feeling around an occupation,
resulting from an assessment of its attributes.
Some factors that have effect on job satisfaction are:
Rewards and incentives
Relationship with superiors
Opportunities to use skills and abilities
Job security
Employee engagement is something that is dependent on job satisfaction. It can
be said to be directly proportional to job satisfaction as well. Employee
engagement is a workplace approach intended to guarantee that all are focused
on their association's objectives and qualities, propelled to contribute towards
achievement and in the meantime can improve their own feeling of prosperity.
The first aspect that comes to mind when we think about causes for job
satisfaction is the rewards a person gets while doing their job. Rewards can take
a monetary form (money) or be a more intangible reward, like the feeling a
person might get when doing a job that helps others (a nurse, for example). We
can even think of a reward as the prestige you get for actually doing a job (as
with a judge or other politicians).
Both job satisfaction and employee engagement are necessary for any
organization because
It will motivate the employees to work more, always known to act as a
motivating tool for employees
They will have a sense of belongingness towards the organisation and in
turn be more loyal to the company
It will ensure that people dont absent themselves from the organization
for unnecessary reasons.
It would ensure goal congruency between employees
It will improve efficiency and productivity.
Maintaining good organizational environment.
The organization would have a better and enhanced image before the
public
QUESTION 2
Discuss/offer your insights regarding the results of the employee survey. As you
study the results, what stands out? What conclusions can you draw?
ANSWER
Managers as well as common employees are not satisfied from the
management tactics of the owner:
To interfere in the work of the employees unnecessarily and to engage the
managers in matters out of their scope shows that she is incompetent in her
position. She does things without considering the impact of her actions and its
consequences
Employees are satisfied with their coworkers:

It is clear that the employees never had any issues with their coworkers. The
main reason why the employees were dissatisfied was Illas management style
and her approach to the employees, which led to their turnover and absenteeism.
The employees preferred working in a team and their unity was not affected by
Illas
Illa is not competent enough to make managerial decisions:

It is clear that Illa is not fit to remain in her position due to her incapability in
managing the tasks at hand effectively and efficiently, at the same time
satisfying the employees. She must move out by herself an bring in someone
who is more efficient, has more expertise and can engage employees very well,
thereby satisfying the employees to a great extent.
Level of decision-making:
The decision-making process at the firm has to be pretty more decentralized.
Managers at all levels must be involved in decision-making processes. Here,
what is happening is that decision-making is very much centralized and only the
general manager and the owner of the organization are involved in the decisionmaking process, leaving out the managers. That is not the way how it should
happen.
QUESTION 3
Offer general suggestions/recommendations to Kris Jenkins regarding how to
improve the job satisfaction and employee engagement of Bellas workforce. Be
sure to distinguish among jobs when making these suggestions and
recommendations.
ANSWER
When you are a manager, one of your occupations is to rouse and develop your
workers to enhance work fulfilment.
4
1. Set performance goals/objectives:

Employees are inspired by performance objectives/goals, and they
discover pride in accomplishing or surpassing their objectives.
Supervisors ought to additionally make objectives intended to bring
individual and expert fulfilment. For instance, if as a business chief you
get a quarterly reward taking into account income numbers, then set an
objective to surpass those numbers and claim a bigger reward.
2. Involve sub-ordinates for all jobs:
Managers who feel the need to perform the majority of the administrative
assignments for their areas of expertise all alone are adding to their own
anxiety and distancing their staff. Figure out how to get your
representatives included in empowering so as to settle on every day
choices representatives to build up their own work techniques. Have a
week after week workforce conference where the representatives give
info on fathoming departmental issues. This will also inculcate a sense of
belongingness in the workers, which will in turn drive the workers to
work more.
3. Take breaks in between:
The anxiety of being a supervisor can deplete a percentage of the feeling
of fulfilment you get from departmental and individual achievements.
Taking breaks during the day is a basic however compelling approach to
abstain from workaholic behaviour and permit yourself an opportunity to
gather your considerations. Your employment fulfilment enhances in light
of the fact that you are allowing yourself to alleviate stress instead of
always feeling the need to work.
4. Training:
To get more out of yourself as a manager, you have to continue with your
instructive and expert improvement. Industry preparations and propelling
your instructive foundation can help you to contribute more to your
group. You can likewise enhance your own profession way by keeping up
your very own improvement
QUESTION 4
Evaluate Kris Jenkins decision to accept the general managers position. Given
the information available, did she make the right decision? Why or why not?
ANSWER
Yes, Kris decision to accept the role of the GM is very much acceptable
because:
She can be very good with the employees and help maintain and foster
the unity that exists between them. Shell act in such a way that the needs
of the employees are fulfilled and will not make them feel left out at any
stage of decision making
Every employee in this world would love to make some decision on
his/her own at any point of life. This would make him/her more involved
in the job and also increase job satisfaction. In this case, Kris is getting
the GM position at Bella's with total authority on the operational tasks
and decisions. She can decide on what jobs to be assigned to whom and
who would be accountable to her or not.
Kris can take the learning and experiences of running this organisation
when she runs her saloon. It will make her an effective manager by then.
She can get a real-time experience in bringing up the company by herself

from its current deteriorating position and can also have a lot of learning
on-the-go.
Employee satisfaction level would also be on the higher side once Illa is
out. The employees are more comfortable working with Kris because she
knows the pulse of the employees, can interact with them effectively and
help foster a sense of belongingness within the mind sets of the
employees. Employees would love to work under her leadership since she
understands their problems. This would lead to greater job satisfaction
and in turn, prove to be a boon for the organisation.

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ASSIGNMENT

BELLAS: A CASE STUDY IN

ANIKA MARY VARKEY

Employees are satisfied with their coworkers:

Illa is not competent enough to make managerial decisions:

1. Set performance goals/objectives:

She can get a real-time experience in bringing up the company by herself

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