Organizational behaviour

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Organizational behaviour

  1. 1. Organizational Behavior (GSM5101) Lecturer: Dr. Dahlia Zawawi GROUP MEMBERS: Mohammad Saboori (GM04606) Vimala Satiasilan (GM04484) M. Mahdi Mesbahi (GM04701)
  2. 2. IntroductionCase Study IntroductionProblem SolvingSurveying the Consequences
  3. 3. IntroductionCase Study IntroductionProblem SolvingSurveying the Consequences
  4. 4. IntroductionHow can a consulter analyse a problem? KEY sources cause nature sufficiency Information importance
  5. 5. IntroductionProblem analysing process RecognizingFinding the Recognizing Making Surveying the the nature of problem the causes solutions consequences the problem
  6. 6. IntroductionCase Study IntroductionProblem SolvingSurveying the Consequences
  7. 7. Case Study IntroductionEmployees Provident Fund (EPF) • The Employees Provident Fund (EPF) known as Kumpulan Wang Simpanan Pekerja (KWSP) is a Malaysian government agency under the Ministry of Finance. • EPF manage compulsory savings plan and retirement planning for legally employed workers in Malaysia.
  8. 8. Case Study IntroductionEmployees Provident Fund (EPF) • 11% from employee monthly salary will be stored in EPF account • 12% from employer contribution to the employee account.
  9. 9. Case Study Introduction Employees Provident Fund (EPF) VISIONTo be a world-class social security organization providing the bestretirement savings for Malaysians
  10. 10. Case Study IntroductionEmployees Provident Fund (EPF) MISSION To provide the bestRetirement Savings Scheme
  11. 11. Case Study IntroductionEmployees Provident Fund (EPF) WITHDRAWAL: • For retirement plan, money accumulated in an EPF savings can only be withdrawn when members reach 50 years old that is 30%. • Once 55 years old or older may withdraw all of their EPF. • Withdrawals are also possible when a member will emigrate, becomes disabled, or requires essential medical treatment.
  12. 12. Case Study IntroductionEmployees Provident Fund (EPF) TYPES OF ACCOUNTS: • Account I: stores 70% of the monthly contribution and withdrawal of an age 55 years old only. • Account II: stores 30% and permitted for down payments or loan settlements for a members first house, finances for education and medical expenses and investments.
  13. 13. IntroductionCase Study IntroductionProblem SolvingSurveying the Consequences
  14. 14. Problem SolvingFinding the Problem:
  15. 15. Problem Solving Finding the Problem:•Leak out information regarding customer accounts•New staff providing mislead information to customer•Problem in handling staff during festival because many staff will goon leave •Leak out information regarding customer accounts •New staff providing company•Staff making personal long distance phone calls on mislead information to customeraccounts •Problem in handling staff during festival because many s•The staff must attend a customer in on leave 20 minutes time or else willaffect their service level •Staff making personal long distance phone calls on•Staff taking excessive breaks or sick days accounts•Parking problem (outside parking are •The staff must attend a customer in 20 minutes time o expensive, parking in EPF arelimited and full) affect their service level •Staff taking excessive breaks•Improper use of copy machines/computer equipment or using it foror sick dayspersonal matter •Parking problem (outside parking are expensive, parking•Going back early and not achieving target. limited and full) •Improper use other people to•Fraud cases (customer submitting death certificate of of copy machines/computer equipment or ucollect money) and staff giving forgery personal matter document for housing loan.
  16. 16. Problem SolvingRecognizing the Nature of the Problem: Person-Job Matching-IQ test-Interview based on a job requirement list-ISO9000: all employees should know the rules & regulation-Employees are being tested
  17. 17. Problem SolvingRecognizing the Nature of the Problem: Attribution Process How often? in past14 days per month High Consistency
  18. 18. Problem SolvingRecognizing the Nature of the Problem: Attribution Process How often? in other situation 5 days per month High Consistency Low Distinctiveness
  19. 19. Problem SolvingRecognizing the Nature of the Problem: Attribution Process How often? other employee 5 employee High Consistency Low Distinctiveness Low Consensus
  20. 20. Problem SolvingRecognizing the Nature of the Problem: Attribution Process How often? other employee 5 employee High Consistency Low Distinctiveness Low Consensus
  21. 21. Problem SolvingRecognizing the Causes: Contingencies of Reinforcement-issue the warning letter-discus with them
  22. 22. Problem SolvingRecognizing the Causes: Expectancy Theory-Evaluate by Performance-Reward: Bonus Payment-Punishment: Warning Letter Outcomes Performance + or -
  23. 23. Problem SolvingRecognizing the Causes: Equity Theory -increasing the salary -reducing the tasks
  24. 24. Problem SolvingRecognizing the Causes: Communication
  25. 25. Problem SolvingRecognizing the Causes:What isthe mainCause of MOTIVTIONthe Problem?
  26. 26. Problem Solving Making the Solutions:•Make sure that the target is mutually agreed upon•Have regular milestone checks•Make sure that all the employees are aware of theperformance bonuses•In case a person does fail to achieve the target, youcan implement these penalties for the same
  27. 27. Problem Solving Making the Solutions:•Set some special rewards for punctual employees.•Develop the face to face communications.•Use the stronger punishments such as salary deduction.•Set monthly dialogue between employee and employer
  28. 28. IntroductionCase Study IntroductionProblem SolvingSurveying the Consequences
  29. 29. Surveying the Consequences REWARD Benefits that can be achieved by the company are better :• attendance ratio• better performance of the employee• increase in productivity .
  30. 30. Surveying the ConsequencesEMPLOYEE SALARY DEDUCTION RULESDisadvantages - employee will be not happy by implementing the salary deduction scheme. Moreover, employee financial problem will increase and raise and family problem due to insufficient of monthly income.
  31. 31. Surveying the ConsequencesEMPLOYEE SALARY DEDUCTION RULESAdvantages - employees will be more serious of attending work rather than taking leaves and employee productivity will increase because they tend to come work daily.
  32. 32. Surveying the ConsequencesFACE TO FACE COMMUNICATION• Can reduce moral and emotional issue between employee and employer.• It is the fastest way to solve problem in the organization.• Form of business talks, personal favors, promises and good understandings.
  33. 33. Surveying the Consequences EMPLOYERS AND EMPLOYEES DIALOGUE• Can lead to a good understanding between employers and employees.• Employees will get chance to raise their problem directly to the employees• Problem can be solve effectively and help the employees to understand their task and their responsibility.
  34. 34. be motivated …
  35. 35. Present like Professionals Created by: Mahdi Mesbahi mahdi.mesbahi@gmail.com

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