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HRMT 300 Organizational Behaviour

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Question:

You are the Health and Safety Manager for the organization of Trans Global Marketing and Manufacturing. You have just met with your boss Mr. K Pushy who has given you a note requesting a detailed plan. The note is to be focused on “finally addressing the unsatisfactory performance and productivity of Ms Jersey Jones. In this note you are to advise me on the ways in which we, as an organization, can fix Ms Jones attendance and poor behaviour once and for all. And please use all the fine training you taken recently show me that the money we have spent on your development has not been wasted.

You are determined to address this case from a behaviourist perspective. In other words while you do think that there are some clinical/medical issues, there are also organizational, team, and individual behaviours that must be addressed to assist Ms. Jones as well as many other staff in your company. With reference to your course materials, readings, texts, your own personal experience, and relevant additonal research, please write a 1200 1500 word paper in response to the request above and using the information about the situation provided below. Ms Jersey Jones is a 52 year old, female boxing and packing line worker who has had an average absence record of 50 percent over the last 5 years, and this past year she has been away on a WCB claim.
 
The claimed injury was not verified by a site inspector or management report as the department and her supervisor, Peter F. Didwell, did not think she was really injured. The medical reports speak of pain and of a recurring back strain that has accumulated over time. Ms Jones, a former shop steward and a respected community activist, is described by her colleagues as being incapable of keeping up the pace that necessary to meet productivity requirements. There is a strong sense that she may not really be welcomed back upon her return.

Ms Jersey Jones is a 52 year old, female boxing and packing line worker who has had an average absence record of 50 percent over the last 5 years, and this past year she has been away on a WCB claim. The claimed injury was not verified by a site inspector or management report as the department and her supervisor, Peter F. Didwell, did not think she was really injured. The medical reports speak of pain and of a recurring back strain that has accumulated over time. Ms Jones, a former shop steward and a respected community activist, is described by her colleagues as being incapable of keeping up the pace that necessary to meet productivity requirements. There is a strong sense that she may not really be welcomed back upon her return.

The Union is the Global and Federated Packing and Manufacturing Workers, represented by the Business Agent, Ms Mary Carstairs. She has not spent much time on site because the union has been conductng protracted bargaining in the forestry sector. Thus far, she has refused to meet with you and the employee because, she says, “I do not get in any sort of voluntary relationships with management. I work with the employee directly and my job is to prevent employers from stealing the benefits employees are entitled to collect.  She has also been heard to have said: Ms Jones does not carry her weight and should be kept on WCB or LTD as we cannot have other members doing each other work out of sympathy or goodwill. The Management Assistant VP is Ms S. Pu . Ms Pu is known for her desire to have totally healthy and fully cooperative employees. She considers herself to be on the fast track to becoming the Senior VP, and considers herself to be a possible candidate for the replacement of the current CEO who is expected to review in two years. Ms Pu has had no patience with Ms Jones. Her view is that employees need to be responsible for being ready and able to work, and she does not want some well intentioned but fuzzy minded thinking to make employee fitness, or lack thereof, her problem.
 
There has never been a successful return to work in Ms Pu department, and the department stats for productivity per staff hours paid are the highest in the company and, indeed, the industry. Yet, Ms Pu does not include (nor does Trans Global) absent or injured employees in the stats and calculations of productivity. The Workers Compensation Board is ready to cut Ms Jones off WCB, saying the original injury must be cured and that the employee must go back to work or go to Long Term Disability. The LTD team sees this as a worker injury that must be managed by tools such as a gradual return to work, or simply by bringing her back to work in a comparable position. Ms Jersey refuses to speak to the LTD team, stating that she knows that she was injured on the job and needs WCB. Ms Jones has also stated that she wants her employer to take some responsibility for the many years that she worked on machines that were injuring her. You decide to write the report to your boss that both addresses this case and also suggests a general approach that will best improve this case and others like it, now and in the future. You are certain that this case can be used as an example for discussing the ways in which the overall organizational system could better deal with these types of issues.

Part B Word Length: 250 500 words Your boss, Mr. K Pushy, calls you just as you are finishing off the report. He says: Send me what you have now! I need to meet with our new owners ASAP. Trans Global has been sold to Trans United Global. They want to look at our sick leave management program and find out what you have been doing to deal with all these absences. If we work quickly, I may be able to save your job. What changes do we need to make, and how has your training prepared you to make those changes? Now is the time to show them and me what you know, and what you can do, so send me another report. 
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